Toxic leaders micromanage their employees and everything they do. They don’t trust their employees to be competent enough to know what they are doing. They always seem to be watching, interfering, and inserting their advice, telling their employees how things should be handled. They lack self confidence and are drawn toward employees who kiss up to them but are harsher to those who do not. They are extremely dishonest people at their core and they will lie at the drop of a penny. Be careful not to get caught in their web. Spotting a toxic leader can help you avoid derailing your career here. Pay attention and good luck!!!
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@1kx "learn from them and do the kind of quality work that doesn’t require micromanaging"
lol! you sound just awesome to work with!
How are we 7k associates in ops actually well supporting 43M members. That math ain't mathing. But thr tumbling stars ratings might hold a clue.
Especially at Elevance!!!! And the higher ups seem to LOVE IT!!
Transformation meetings are a joke. The feel of a pep rally but before a loss no one cares about. I’ve been here almost 8 years and the morale ki-ler GB making her millions in incentives and bonuses while sending the work of dedicated employees overseas to do our jobs for less money. SMH… but we all about the “ members “ right Gail?? My previous manager has gotten and continues to get away with the most unethical things and no one bats an eye when it’s brought to light. But the members are the priority right? I can’t drink the koolaid. The secret keepers think they are not obvious about their plans and schemes. What a shame that the company has morphed into such travesties and worse than that is they just simply don’t care. 🤷♀️ the same ones who turn their heads when our members are royally sc--wed over by decisions made by poor management and nothing is done to them when reported to ethics and compliance. What has this company become? They are reaping the results of their actions and lack of integrity. The great leaders see the writing on the wall. They’re squirming about their own future here they have no time to care about our futures and clearly they don’t. The company will continue on their current trajectory to spend less money and pi-p out our jobs no matter our work quality, dependability, allegiance or any other good quality we have because it’s become nothing about people and only about the almighty dollar. It’s exhausting. It’s pathetic and above all it’s about greed. Money. Remember: the LOVE of money is the root of all evil. That’s where we are. This is the foundation of evil and we are neck deep in it. There’s no reward. No one is coming to fight for us or plead our case. No one will miss us or appreciate our contributions. No one will thank us. No one cares. 10/17/24 is just another opportunity to show us all how disposable and replaceable we are. But the higher ups get their bookoo bucks so they r GOOD.
There are some leaders (Senior Directors) in AI who have zero people management skills. They have Ph. Ds and are technical. Some of them are teaching at Universities and still working as Directors at Elevance. They are not doing their job. And they have a close network of their friends also working under them and reporting to them as people managers. It is all shady.
The so called leaders in my area are the cause of the failures. Totalty incompetent and unable to lead. They throw staff under the bus for their poor decesions. I've worked for a lot of companies. This is the most toxic and usless I've been at.
People leaders are identified by towing the company line. You can be a horrific leader to your directs but if you stay in the good graces of the lords above you, you get the golden paycheck.
My leader currently - fabulous but so his leader. My last leader - exclusively managed up. Because that's who promoted her.
We will get nowhere with a culture that manages up. And we're pouring more and more gas and lighting it up every day.
I understand people leaders are under pressure. What would be amazing is if we started removing the bad ones. And asking on an "anonymous" survey what someone thinks of their manager is more gaslighting. You want to know how successful the leader is - how successful is their team, all members of the team? I did not succeed last year under a terrible leader for the first time in several years. This year Im killin it and only the leader changed.
@1kxu - "managers should be more knowledgeable than the team who reports to them - learn from them...." Rolling on the floor laughing!!! Not sure which department you work in but it sure isn't mine.... LOL!!! I am in the department where s*cking up and covering for the leader are the ONLY thing that counts towards promotions and raises greater than 2 percent.
It’s not just toxic leaders. Certain parts of the org are extremely clicky where people have held their roles for 10 plus years. You’d think that would be a good thing but it means anyone new who is hired in have to deal with people who don’t want to train you, gossip incessantly and bully or ridicule newbies with a different viewpoint. Even though leadership says they want new perspectives, they really just maintain status quo.
Hundreds of books have been written on bad leadership and micromanagement is always listed as one of the number one culprits because micromanagers are toxic. They watch employees' every move, criticize them for not doing a perfect job, and refuse to give them the freedom to make their own decisions. They interfere with the work of employees, and have no respect for their knowledge. They create an abusive environment ruled by fear ultimately undermining employee job performance. Micromanagement hinders employee development, undermines morale, and stifle creativity.
Managers are human too. If our associates aren’t competent, we get hit with the escalations. We have to clean up the messes. We also have to protect the people who report to us from all of the above, and you don’t want us to move aside and let the boulder roll. I guarantee you don’t know how much sh*t we take for problems with work product. There are toxic leaders, yes (like disparaging, ignoring associates, playing favorites) but from what you’re describing, it sounds like you haven’t instilled trust in your leadership and they’re trying to keep you (and themselves) out of trouble. If done right, managers should be more knowledgeable than the team who reports to them - learn from them and do the kind of quality work that doesn’t require micromanaging. Leaders should be providing direction on how to handle things - that’s what they’re there for. A little self-reflection can go a long way.
My manager is toxic and ignores members of his/her team. Should never have been put in a people leader position. This company seems to have a large slice of bottom of the barrel leadership.
This sounds like my former manager who was demoted as a people leader and put in another position as if promoted and now reports to the VP. Makes no sense as we’ve lost so many good people.
Sometimes they’re just incompetent, mismatched for the position, or aim toward the wrong goal. Either way, the losers are those down the reporting chain. Been there, done that.
O.P. I totally agree with your points. I have an extremely toxic Director I had to report to for almost two years, everything you mentioned and more… pinging me first thing in the AM to make sure I’m online, disparaging my opinions in meetings, favoring others on the team that kiss her a-s. It’s a damn shame as I was a hard worker but never seen as such. This person is honestly the worst most unprofessional immature “leader” I have ever experienced in my tenure here. It’s no wonder at at all why so many are leaving by choice as well as RIFed