Do You Have a Toxic Boss? (eyeroll)

Brenda F. Johnson, MSN

We all have had moments when we have been in charge of a group of people, so we understand how difficult it can be to try and accomplish what needs to be done and keep everyone calm and cooperative. We already realize that making everyone happy is impossible, so let's rest in knowing that. This article is not being written to bash anyone, but to help those who do have a toxic manager recognize the qualities that go into such a person, and hopefully find some safe and healthy ways to deal with the situation.

There are many unhealthy qualities that can be embedded in a nurse manager's personality making them toxic for their units. Because of this, they often have trouble keeping staff, morale is low, and job stress is elevated beyond reasonable levels. Staff may begin to call off more to avoid the bad atmosphere created by the toxic manager. Often times a culture is created within a department that is detrimental but is considered "the way it is," and therefore nothing is done. Hopefully we can find some solutions that will make daily work life less stressful.

In the article "Recognizing and Overcoming Toxic Leadership," by George A. Zangara, PhD, et. al., it is revealed that research shows a correlation between job satisfaction and competent leadership. They also tout interrelationships between the desire to stay in the job and level of commitment to the job in relation to management. Clearly, people rely on managers to do their job with professionalism, fairness, and maturity so they feel safe in their job and in return will be bent on doing a good job.

If a manager advocates only their own agenda without allowing for input, creativity will be stunted and the work environment turns unhealthy. Managers who do their best to preserve their own reputation will lose the respect of those working for them. Trust is degraded. Attitudes become negative towards the manager and the result is a toxic working relationship creating a divide that sometimes cannot be repair. At times, It is not easy to articulate what defines a bad manager and at the same time, feelings of how that person makes us feel can be hard to define.

"The manager who bullies, threatens, yells. The manager whose mood swings determine the climate of the office on any given work day. Who forces employees to whisper in sympathy in cubicles and hallways. Call it what you want - poor interpersonal skills, unfortunate office practices - but some people, by sheer, shameful force of their personalities, making working for them rotten," (Zangaro).

Managers who suppress creativity lead their staff to feel as if their opinion does not count. These managers often withhold information and are very secretive, controlling the narrative of the workplace and as a result, eliminate autonomy. Respect is not often showed to their employees and is replaced with condescension.

For me, the most annoying quality of a toxic manager is emotional immaturity - one who is emotionally immature. When one can't manage their personal life and decisions, and emotions -- that person should not be in a management position. They cannot separate work and home life and therefore one spills into the other. For some reason, in the medical profession, these people are tolerated. According to the article, "Stop Tolerating Bad Managers," by Rebecca Hendren, bullying and bad behavior is more tolerated within the management than among staff nurses. The culture of healthcare is at fault for allowing this.

Non verbal cues are used more often than verbal to bully others. One can sigh, eye-roll, or ignore someone instead of using words to respond to something or someone. This can be just as damaging as yelling at someone.

Nursing executive managers can be part of the solution to toxic managers. They can look at turnover rate, observe behavior, and offer mentorship to help learn new behavior techniques.

What can staff nurses do when they work under one of these toxic managers? One of the most important things to do is do not respond on their immature level. Stay professional and preserve self respect. Approach upper management for help if able, and always confront the toxic manager with a witness so that you have someone to hopefully be the mediator or your back up. Although it is trying and exhausting dealing on a daily basis with these managers, try and stay positive.

One thing that I do is remember that my patients come first. So that means I have to set aside my personal feelings and do my job to the best of my ability. I eat properly and exercise on a regular basis to keep my body healthy and reduce stress and frustration. Stress can cause damage to our bodies, so reducing stress levels as much as we can under our power helps prevent ulcers, anxiety, headaches, and depression.

We all bring something different to the table. Contrasting core values, cultures, and thought processes can create conflict within a group, or they can help us learn and grow. Being organized, flexible, conflict resolver, timely, honest, and a good communicator are the coveted qualities of a good manager.

Recognizing our own faults is a mature way to help decrease stress in our workplace. Stepping back and taking a breath before reacting to a situation will decrease not only our stress but help us respond better to a situation. What are some ways that you have dealt with a bad manager and what was the result?

References

Healthfield, Susan M. "Bad to the Bone: Dealing With a Bad Boss." 2 April, 2017. TheBalance." 4 Aug., 2017. Web.

Hendren, Rebecca. "Stop Tolerating Bad Managers." 11 Oct. 2011. HealthLeadersMedia. 4 Aug., 2017. Web.

Zangaro, George A. PhD, RN, et. al. "Recognizing and Overcoming Toxic Leadership." nd. RNJOURNAL. 4 Aug., 2107. Web.

Do You Have a Toxic Boss? (eyeroll)

About Brenda F. Johnson, MSN

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