6 Bad Boss Behaviors That Drive Employees Crazy

Employees quit for a lot of reasons these days, but there’s one that causes the most quits: bad bosses.

jobsAlmost half of employees who quit their job in the past year say they actually loved their job but couldn’t stand their boss, according to a BambooHR survey.

Some inherent behaviors and bad habits can drive employees crazy.

Bad Boss Behaviors to Avoid

“Every HR leader knows great managers make or break employee retention and experience. But with limited time and shrinking L&D budgets, career development quickly gets sidelined,” says Wende Smith, Senior Director of HR Operations at BambooHR. “The key is to focus on lightweight, repeatable training moments that build skills without overwhelming schedules, like short feedback workshops, peer coaching circles, or quick-hit manager guides.”

Yes, that helps. But first, you’ll want to know the bad boss behaviors that drive employees craziest.

Here are the six worst — and tips to get away from each.

1. Acting Overly Confident

Employees need bosses who are confident. But they don’t want a boss who is arrogant.

Great leaders are respectful, supportive and nurturing of growth. 

Be better: Show confidence by making good decisions and helping your team shine. Beyond that, lean toward being a humble boss: Give employees credit for team accomplishments. Admit mistakes. Seek and accept feedback.

2. Choosing Favorites

More than 80% of employees in a Signs.com survey said the most unacceptable behavior by a boss is playing favorites. They don’t like being part of teams where a brown-noser gets extra credit, recognition and rewards.

It’s never OK to give an employee unfair and undeserved attention over other employees who perform equally.

Be better: As a manager, you want to — and must — treat employees fairly and without bias. To be certain you don’t favor one employee over others, work with a trusted colleague or HR before making decisions regarding promotion, demotion, assignments and anything that requires you to choose an employee over others.

3. Controlling Everything

Some bosses just can’t let go of anything — from small duties to overriding authority. So if they aren’t actually doing or dictating the work, they’re asking employees a thousand questions about it: Did you turn the knob left? Is the report done? How are you going to finish that? Do you know the deadline?

Employees don’t want to be micromanaged. Most won’t thrive in that environment — and will resent the boss.

Be better: Let it go. You might have to increase employee training time so you’re confident in their abilities. Or just accept that employees learn best from some mistakes. When those happen, talk with — not at — employees on what they can learn from a misstep.

4. Carrying a Big Stick

Despite a century of change in how we manage people, some managers still carry the stick rather than dangle the carrot. They think the way to get results from employees is to tell them, “Do this or else!”

It’s not. Threatening people with their jobs, time or pretty much anything is the exact opposite way to achieve results. Not to mention, aggressive management borders on harassment and creating a hostile work environment.

Be better: Continue to set an example and be nice. And if you know a colleague who carries the stick, you might want to talk with HR about the situation.

5. Sharing Too Much

No one wants to work for the TMI Guy — the boss who shares way Too Much Information. Sure, their intention might be to build rapport and camaraderie. But most employees don’t want to hear about every weekend detail, pet crisis and personal career hurdle.

In fact, more than 60% of employees in a Preply survey don’t enjoy working with chatty colleagues. Conversations topics they hate most: Office gossip, politics and domestic woes.

Be better: It’s important to connect with employees. But keep it mainly professional with a side of personal. Ask employees about what’s important to them, and use their level of sharing as a guide for how much you share.

6. Being Too Quiet

Some bosses take a hands-off approach to their detriment. They figure if nothing’s wrong, they might as well let it be.

So they don’t give good employees feedback — the kind that keeps them engaged and motivated. And when it comes to poor performers, they give the silent treatment, figuring if they ignore it, the employee will catch on.

Be better: Communicate with employees about their performance, regardless of whether it’s good or bad. Employees need to know where they stand and how they either improve or advance.