#managementstyle

Anyone remember how beneficial BCG' analysis was to Ford' meteoric rise to profitability in the past?
Not!
I just want to hear stories from the older crew.
On another note, does anyone remember their attempt at implementing a Matrix Management model?
Maybe if they understood the difference between producing a quality product and the stylish management trends of the month, Ford would be a great car company.

https://www.msn.com/en-us/money/other/10-red-flags-of-a-toxic-boss-and-tips-for-working-with-one/

Is Your Boss Really Toxic or Just Difficult?

Your boss may be toxic if their behavior is repeated, harmful, and makes it harder for you to do your job or feel safe at work. Not every frustrating manager is toxic, and recognizing the difference can help you respond more effectively. A difficult boss may be frustrating to work with or demanding, but they’re usually still fair and focused on work outcomes.

Following are some notable differences between a difficult and a toxic boss.

A difficult boss may…

Give blunt or unclear feedback
Set high expectations
Be disorganized or hard to read
Struggle with communication
Have occasional bad days
Push for results
A toxic boss may…

Belittle, insult, or intimidate employees
Create unrealistic expectations and punish people for missing them
Create confusion, fear, or constant stress
Withhold information, shift blame, or manipulate situations
Show a repeated pattern of harmful behavior
Take credit, play favorites, retaliate, or ignore boundaries
In many cases, it comes down to how often the behavior happens and how much it affects you.

If the behavior is occasional or tied to poor communication, it may be manageable. If it’s ongoing, manipulative, targeted, or emotionally draining, you may be dealing with something more toxic. Many employees second-guess themselves in toxic environments, especially when behaviors are subtle or inconsistent.

10 Signs of a Toxic Boss

The clearest signs of a toxic boss usually appear as repeated patterns rather than isolated incidents. One bad meeting or tense conversation doesn’t always mean your boss is toxic, but ongoing behaviors that create stress, confusion, or unfairness are toxic boss traits worth paying attention to.

1. They Blame Others Instead of Taking Accountability
   When something goes wrong, a toxic boss often looks for someone to blame instead of asking what happened or how to fix it. This can happen even when they gave unclear instructions, changed priorities, or failed to share important details.

For example, your boss might approve a project direction, then criticize you later when leadership pushes back. You might hear, “You should’ve known that wasn’t what I meant,” or “I don’t have time to hold your hand through this,” even though they never clarified expectations.

1. They Take Credit for Your Work
   Some toxic bosses praise your ideas in private but present them as their own in meetings, reports, or conversations with senior leaders. Over time, this can make it harder for you to gain visibility, build credibility, or show the full impact of your work.

For example, you may develop a new process, solve a major client issue, or create a successful campaign, only to watch your boss say, “I came up with a new approach,” without mentioning your role.

1. They Belittle or Intimidate Employees
   Public criticism, sarcasm, threats, and condescending comments are common signs of toxic leadership. These behaviors may be framed as “tough love” or “high standards,” but they often leave employees feeling embarrassed, anxious, or unsure of themselves.

For example, you might hear comments like, “I don’t know why this is so hard for you,” “Maybe this role is too much,” or “Everyone else seems to understand this.”

1. They Change Expectations Without Warning
   Changing priorities is normal at work, but constantly moving the goalposts can make it feel impossible to succeed. A toxic boss may ask for one thing, shift direction without warning, and then fault you for not meeting the new expectation.

For example, your boss may ask for a quick draft by Friday, then criticize it for not being polished enough. Or, they may say a task is low-priority, then act frustrated when it’s not completed first.

1. They Ignore Reasonable Boundaries
   A toxic boss may expect constant availability outside normal working hours, during time off, or when your workload is already full. Instead of respecting boundaries as part of sustainable work, they may treat them as a lack of commitment.

For example, they might send messages at night and follow up first thing in the morning with, “Did you see my note?” or say, “I know you’re on PTO, but this will only take a minute.”

1. They Play Favorites
   Favoritism can show up through better assignments, more flexibility, more praise, or fewer consequences for certain employees. A toxic boss may create an inner circle while leaving others with less visibility, fewer opportunities, or harsher treatment.

For example, one employee may repeatedly miss deadlines without any clear accountability, while you’re criticized for minor issues. Or, your boss may consistently give stretch projects to the same people while telling others they “aren’t ready,” without explaining how to grow into those opportunities.

1. They Retaliate When Employees Speak Up
   Toxic leadership can also show up after employees ask questions, raise concerns, or give honest feedback. Retaliation isn’t always obvious. It may look like colder communication, sudden criticism, fewer responsibilities, exclusion from meetings, or negative performance comments.

For example, if you ask for clearer priorities and your boss responds by saying you’re “not being a team player,” that’s a warning sign.

1. They Micromanage Everything
   Micromanagement becomes toxic when your boss monitors every detail, second-guesses your work, or makes you feel like you can’t be trusted to do your job. Instead of offering guidance, they create bottlenecks and constant pressure.

For example, they may ask for updates multiple times a day, frequently rewrite your work without explanation or input, or require approval before you take even small next steps to complete a task.

1. They Create Confusion and Unclear Priorities
   Toxic bosses often create unnecessary confusion that makes work harder than it needs to be. They may give vague instructions, contradict themselves, share incomplete information, or make everything feel urgent. As a result, you may spend more time interpreting expectations than doing the actual work.

For example, they may assign a project with little context, disappear when you ask questions, then criticize the final result. Or, they may say, “This needs to be done ASAP,” without explaining what should move down the priority list.

1. They Consistently Make You Feel Undervalued
   A toxic boss may rarely acknowledge your contributions, dismiss your ideas, or focus only on what went wrong. Everyone needs constructive feedback, but constant criticism or lack of recognition can make you feel invisible, replaceable, or like nothing you do is enough.

For example, your boss might ignore strong results but immediately call out small mistakes. They may respond to a completed project with, “This is what I expected anyway,” or give new opportunities to others while offering you little guidance or recognition.

6 Tips for Dealing With a Toxic Boss Without Quitting
You can deal with a toxic boss without quitting by protecting your work, setting clearer boundaries, documenting harmful behavior, and seeking support before making any major career decision.

It’s not in your job description to “fix” your boss. In a toxic situation, the best thing you can do is reduce the impact their behavior has on your performance, confidence, and career overall.

1. Clarify Expectations in Writing
   When a boss is inconsistent, vague, or quick to blame others, written expectations can help protect you. After meetings or verbal conversations, send a brief follow-up confirming priorities, deadlines, and next steps.

For example, you might write: “To confirm, I’ll prioritize the client report first and send a draft by Thursday. I’ll move the internal recap to next week unless priorities change.” Doing so creates a record and gives your boss a chance to correct misunderstandings before they become bigger problems.

1. Document Problematic Behavior
   If your boss’s behavior is repeated or harmful, start keeping a private record. Include dates, what happened, who was present, and any related emails, messages, or project details. Focus on facts rather than emotions.

Instead of writing, “My boss was awful in the meeting,” note what was said and how it affected the work: “During the Monday team meeting, my manager said, ‘I don’t know why this is so hard for you,’ in front of five coworkers after I asked for clarification on the deadline.”

Documentation can help you spot patterns, prepare for HR conversations, or make a stronger case if the situation escalates.

1. Set Boundaries Where You Can
   A toxic boss may push boundaries around time, workload, communication, or availability. You may not be able to control how they act, but you can be clear about what’s realistic and what trade-offs their requests require.

In practice, setting boundaries often means naming your capacity, asking for priorities, and putting decisions back in business terms.

For example, if your boss assigns a new urgent task when your workload is already full, you might say: “I can take this on, but I’ll need to move the reporting deck to tomorrow. Which should I prioritize?”

1. Stay Professional and Avoid Matching Their Behavior
   When your boss is rude, dismissive, or manipulative, it’s tempting to respond emotionally. But staying professional protects your credibility, especially if other leaders, HR, or coworkers become involved later.

Keep your communication calm, specific, and work-focused. Avoid venting in company channels, sending angry emails, or making accusations you can’t support. You can be firm without escalating the situation.

1. Build Support Outside Your Boss
   A toxic boss can make you feel isolated, so it’s important to connect with trusted people who can offer perspective without escalating the situation unnecessarily.

Build support: Maintain relationships with trusted coworkers, career mentors, former managers, or other leaders who can help you reality-check the situation. If colleagues are experiencing similar behavior, keep those conversations professional, focused on facts, and away from gossip.

Use employee resources: If your company offers an employee assistance program (EAP), consider using it for confidential counseling or support. If the behavior involves harassment, discrimination, retaliation, or illegal activity, you may also want to seek legal guidance to better understand your rights.

Contact HR: When you’re ready to take a formal step, bring the issue to HR. Before requesting a meeting, make sure your documentation includes specific examples, dates, the impact on your work, and any steps you’ve already taken to address the issue.

1. Protect Your Career
   Even if you’re not ready to quit, start preparing for the possibility. Update your resume, save examples of your work where appropriate, refresh your LinkedIn profile, and quietly explore roles that may be a better fit.

Having options can make the situation feel less overwhelming. You may decide to stay, transfer teams, or look for a new job, but you’ll be making that choice from a stronger position.

When Is It Time to Quit Because of a Toxic Boss?

It may be time to quit because of a toxic boss when the situation is damaging your health, limiting your career growth, or continuing despite your efforts to address it.

You don’t always need to leave a challenging work situation, but some environments become too harmful or unstable to manage long-term.

You should consider walking away from a toxic workplace when:

Your health is being affected: If work stress is causing anxiety, sleep issues, physical symptoms, or constant dread, the job may be costing more than it’s worth.
The behavior is getting worse: If your boss becomes more aggressive, critical, unpredictable, or retaliatory after you speak up, staying may put your job or reputation at greater risk.

You’ve tried reasonable solutions: If setting boundaries, clarifying expectations, documenting issues, or talking to HR hasn’t helped, the situation may not improve.
The toxicity goes beyond your boss: If toxic behavior is tolerated or encouraged by other leadership, leaving may be your best long-term option.

5 Ways to Avoid a Toxic Boss in Your Next Job

You can avoid a toxic boss by watching for warning signs throughout the job search, from the job ad to the final offer.

While you can’t predict every workplace issue before accepting a role, you can look closely at how the company communicates, how the hiring manager describes their leadership style, and whether the role’s expectations seem clear, fair, and sustainable.

Scrutinize job ads. Watch for vague responsibilities or phrases like “high-pressure,” “thick-skinned,” or “fast-paced environment,” which may point to stress, disorganization, or unrealistic expectations.

Watch for red flags in recruitment communication. Long delays, rushed timelines, unclear instructions, or pressure to accept quickly can signal a poorly managed workplace.

Assess the interview experience. Pay attention to how your potential boss communicates. A good boss should be able to describe expectations clearly, answer questions directly, and show active listening. If they seem dismissive, negative, evasive, or focused only on what they expect from you, that may be a warning sign.
Evaluate the job offer. Review the offer for unclear terms, unusually restrictive conditions, limited support for work-life balance, or signs that the company is trying to rush your decision.

Talk to your network. Before accepting, ask current or former employees what the company culture and management style are really like, especially if they’ve worked with your potential boss.

A toxic workplace is when you're always scared of a pay cut or getting let go. It's when your manager won't stop hovering over every little thing you do. And it's when management rewards the people who tattle on coworkers for the tiniest mistakes. Sounds familiar?

Advise Gateway is a J O K E! Craven is a joke. SG is a joke. Let’s push MLI’s, which will blow up at sone point , because we make more money on them. Oh yeah, let’s push Alternative Investments because we make more money on them. REG BI and KYC be damned. Jimmy you are the master at national sales.

Although working for family-owned businesses run by their owners has some advantages, the biggest challenge is that no one can challenge the owners’ decisions. What AJ says goes. nobody can say no.

Been at DXC UK a couple of years and just started on my second account. Thought the first one was bad enough but this one I started on recently is unbelievable. I started off with 2 managers. We then raised the issue of not enough technical staff to then receive 2 more managers. So instead of addressing our concerns, we are now being micro-managed by utter incompetent non-producers who fill our day with continuous ‘stand ups’, ‘wash ups’ and data requests for their pointless spreadsheets. How these buffoons feel they are ‘adding value’ is beyond me. Anyone else in this boat?

Is favoritism a common thing in your department? Manager overlooks/makes exception for a certain employee but either micromanages or ignores the rest of the team.

Do anybody else have a manager who pawn you off to your colleagues? As a new hire this manager responds with go ask so and so. I’m not trying to bother others who have are busy. His employees say he doesn’t have answers. That’s why he directs them to them.

No support. Not even micromanagement. But also no involvement in anything, including office politics. Literally absent. Some might call that the dream, but in reality it just means the team is unmanaged. And when we slip, we'll pay the price. Meanwhile, they'll keep climbing, blissfully unaffected.

I feel frustrated and disrespected because my manager cuts me off or dismisses my ideas before I can fully share them. It often feels like he values speed over depth and agreement over thoughtful debate. He seems to take what he needs from me, then favor others who match his style. His inconsistency makes it hard to trust or understand what he actually wants. I’m angry because I see a better way forward but don’t have the authority to act, and I feel stuck between caring about my work and protecting my mental health .

Nothing ki-ls motivation faster than knowing your every move is being scrutinized. I'm spending more time documenting what I'm doing than actually doing it. I've noticed that many folks have started checking boxes instead of solving problems which ensures few things actually get done. What's with the sudden pivot to micromanaging? Or is this my area only?

We basically work for the mafia.

My Boeing manager plays favorites openly, and if you're not in the clique, good luck. And God forbid you push back, suddenly you're on their radar in the worst way as in a guaranteed pip. Toxic doesn't even cover it.

None of them understood the team's actual strengths and weaknesses. All of them resisted using people in the roles that made sense. And every single one was a passive-aggressive micromanager, always interrupting, never actually contributing. At this point I'm convinced it's not them. It's the whole damn place.

First, alignment doesn't exist. Ask three managers the same question and you'll get three answers, maybe four. Then when you actually need support, when you raise your hand because you're stuck, they go blank. No ideas, no resources, and no help. Just a lot of blinking. But God forbid you make an error. Then they're everywhere. Suddenly they have all the time in the world to watch you and question every step, just to make sure you know you sc--wed up. They can't help you succeed but they'll definitely monitor your failure.

All of the bosses I had did the opposite of these. Most put up a front but it was mainly self serving.

1. They put you in the spotlight
   ↳In meetings, they say "This idea came from...," instead of claiming the credit

2. They step up when you're treated unfairly
   ↳If someone attacks your work without context, they set the record straight

3. They advocate for your promotion
   ↳Behind closed doors, they make sure your name shows up in growth talks

4. They take the heat
   ↳When a client's upset, they own the problem instead of blaming the team

5. They guard your bandwidth
   ↳They tell others "They're maxed out right now" instead of quietly piling work on you

6. They block bad work
   ↳They turn down projects that won't develop you or use your strengths

7. They boost your profile
   ↳They put you up for awards, stretch roles, or high-visibility work

8. They tell you straight
   ↳They mix encouragement with clear feedback on what'll help you level up

9. They support your ideas
   ↳When you pitch something new, they say "Go for it - I'll share the risk with you"

10. They honor your limits
    ↳They say "They're offline on weekends" instead of expecting 24/7 access

11. They listen - then act

12. They prove they care

My manager is only capable of micromanaging, nitpicking, and creating problems out of nothing. That's it. That's his whole shtick. How these people get promoted is beyond me.

I saw their Savvy scores. My MD told me a year ago that the VP down there staked his flag in the ground and said we will be great at Savvy. Lowest in the country. LOL. Get rid of that guy!

That is exactly what it feels like when dealing with the managers. Most of them tend to be petty, obnoxious and bullies. As if their testosterone levels have peaked towards a downward spiral.

My boss micromanages so badly that I’m torn between begging him to let me do my job or laughing when he confidently (and wrongly) corrects things he has no clue about. He slows everything down and still acts like he’s right. Please tell me this isn’t just me.

SL is mismanaging this team and keeping hb1 as her allies all well pocketing 200k and not deserving a damn cent

Our managers seem to specialize in drive-by management. They're gone for weeks, practically invisible, then they swoop in with ill-informed, half-baked ideas based on zero context, wreck our workflow, and take off. I'm assuming they spend the next few weeks patting themselves on the back for job well done.

This micromanager is harassing our team by asking passive aggressive questions regarding which day in the week are we going to be in the office. Funny thing is the he won’t even talk to us in the office much and stays on his useless calls.

Every member of our team has different day preferences and one can’t predict set schedule.

Company policy says that we can pick any day of our choice.

I am on wits end.. as if everything else going on is not enough .: we have this person sniffing on our necks

Where can I report this ?

Guys? I’m worried our leaders might be stupid.

On a Sunday and of course no mention of safety measures and work from home for Minneapolis employees due to unrest. Typical clown CEO. Donate while I cut your jobs. Can she get any worse?

We are being so micromanaged now it’s unbearable.

In a world of ‘tough as nails’ innovators, it’s difficult to be inspired by Grampa Stankeylegg to run your organization like you own it when he refuses to own his own mistakes. And who says “air cover” when referring to leadership and culture. Try setting realistic, simple priorities out of the gate on Jan 1 that reflect what a 150-year old utility company should focus on - product delivery and product quality. Fire 99% of L3 and above, they are just there for “air cover” to keep the board from finding out the company is just a hollow shell compared to its former greatness.

People skills matter! My new manager was great in his old role, but he was also an a--hole with zero people skills. Now he's our manager. He knows the technical side, but working with people is a complete mystery to him. Scattered communication, yelling, giving mixed messages, all of it has become normal. We're basically coaching the person who's supposed to guide us, and it's getting tiring pretending everything is fine.

When it comes to forced ratings of performance reviews people say document everything. Is this a personal document I print? In my case I am being targeted.
Going to HR will do nothing except make the situation worse. No retaliation is a blanket statement that does not hold any real value. Unless you are reporting something fraudulent.

Another question… my manager uses the “F” word in meetings. Yes I am one of the few that finds this offensive. How to handle this? I do not feel comfortable sharing that with him.

What is up with the external hires with 0 experience? It's ridiculous that workers have to hand hold the management!!!!

Yo, the whole trusted gang is low-key grindin’ on exit plans outta Cisco. Secret TOIs poppin’ off in back rooms, and some folks gettin’ straight ghosted from the AI knowledge drops. With all this shady energy, fr fr, how’s Cisco even supposed to Arista?”

If you want it even more dramatic, more corporate-snarky, or more street-slang, tell me the vibe and I’ll tune it.

Need leadership change

https://www.facebook.com/share/r/1AQdfC7Net/

Thanks for the entertainment in your LinkedIn post.
Boohoo people talked about your accent and then you spent all the time talking about your skirt no one cares about
How about mentioning your incompetence at not knowing employee counts and lost all credibility with the whole company or that you are now calling out internal comments on a public forum and inferring intel is discriminatory. Posting internal company photos.
Disappointed that you didn’t mention your personal issues to get more likes on social media. Wha about ….
Time to admit you are not up for the job and resign
Board now started formal investigation into code conduct violations.

SB su-k as CEO role. Xerox been going down hill as fast roller coaster and i am surprise that he still here. How come no one replace him for poor performance.

As a current long term employee I will say there is not one dull moment in this business these days. The daily misfires and malfunctions from the top down are absolutely astounding to experience. The decisions having to be made by unguided middle management and those in field from worthless executives are unbelievable when all that’s ever provided for them are shells of an operating process at the last minute at 100 MPH operating speed. Then expectation to get in front of and inform their team or customer and “fill in the blanks” like dancing clowns while the execs supposedly hash out the details behind the scenes. This leads to ground level situations from sales, service, and support staff that would be absolutely comical if they weren’t so sad and degrading for everyone involved. I’m by no means disgruntled or have an axe to grind with Xerox-I choose to be here every day and generally enjoy my role-just miss the “good old days” and when the “customer experience” actually mattered and wasn’t just an bullet point or afterthought and we truly had a vision for focus on real innovation. At one point this place was unstoppable and still has the talented people to be so if they had clear direction. The majority of the folks here remember too and much of the “hate” for Xerox on this site is coming from a place of love and respect that has somehow been syphoned from this group in one way or another over time by those that should have cared the most.

Looks like they really are taking the training wheels off the managers and letting them manage a little. It's funny though to watch them try to continue all the garbage McK generated simply to have projects to charge time against. Maybe now they will see the idiocy of it all and how / who REALLY made the new organization. Good luck managing the pile McK leaves behind.

Half the company could disappear tomorrow if we just removed everyone who only goes to meetings and relays updates. Let the ones who actually do the work run things for a change.

There are a number of posts on this site - possibly all by the same person - that make it sound like management is out to sc--w over the workers.
Let me assure you, most managers hate this process. Sure, there are a small number of easy decisions and obvious low performers, but most of the decisions that need to be made are heartbreaking.
Worst of all, no manager wants less people, especially when they know they still have to do the same amount of work as before.
Quit with the comments about no compassion and bad leaders. This su-ks for everyone.

The intel middle mgmt needs to be humble n get off ur high horses

I was with a vendor company and came to the Hillsboro site for a technical review meeting , we were all properly dressed in smart business wear and hold n behold , the snr mgr who was hosting us appeared in his gym wear and slides … we were all applauded and talk among our selves at the airport commenting how unprofessionally that was.

I hope this gets to LipBu’s ears

Notice how some people can always stay close to 200% of their goal that month when the rest are at 70-85%. It’s so annoying that brown nosing will let a manager sc--w over the rest of the team by funneling all the work to their favorites /friends.