4 Recognizable Signs You Work for a Lousy Boss [Video]

Do you struggle, every day, to get energized about your job? If you feel that way even though you’re doing something you generally enjoy, in an industry you feel suited to, maybe It’s because you have a lousy boss. Everyone has horror stories about bad bosses. In leadership, just as in anything else, you’ll run across the good and the not so good. In business, however, lousy leadership can have long-term consequences for the company and for you, the employee.

According to career site Glassdoor.com, one in five employees have had their careers hurt by a boss. Often, this is because bad bosses lead to bad performance, experts say, and the effect can linger for years. “An employee with a bad manager compared to an employee with a good [manager] performs at a level that is 20% lower,” says Brian Kropp, managing director at CEB. “The impact from having a bad manager can actually drive down employee performance for up to five years.”

In today’s Culture Leadership Charge, Chris Edmonds discusses lousy bosses and their impact on a company’s organizational culture. By recognizing these four characteristics of ineffective leadership, you’ll be better prepared to handle working for a lousy boss, and better equipped to become a catalyst for change.





S. Chris Edmonds is a sought-after speaker, author, and executive consultant who is the founder and CEO of The Purposeful Culture Group. After a 15-year executive career leading high performing teams, Chris began his consulting company in 1990. He has also served as a senior consultant with The Ken Blanchard Companies since 1995. Chris is one of Inc. Magazine’s 100 Great Leadership Speakers and was a featured presenter at SXSW 2015. Chris is the author of the Amazon best-seller The Culture Engine, the bestseller Leading At A Higher Level with Ken Blanchard, and five other books. Chris' blog, podcasts, research, and videos can be found at Driving Results Through Culture. Thousands of followers enjoy his daily quotes on organizational culture, servant leadership, and workplace inspiration on Twitter at @scedmonds.

  • There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

  • Connect

    Newsletter Subscription

    Do you like our posts? If so, you’ll love our frequent newsletter! Sign up HERE and receiveThe ExchangeGain Change Playbook, by Shawn Murphy, as our thanks to you!
  • Contact Us

    Time limit is exhausted. Please reload the CAPTCHA.