How HR Can Address Toxic Manager Behaviour

Toxic manager behaviour can be incredibly damaging to an organisation’s culture, employee wellbeing, and overall business performance. A 2024 survey conducted by Unmind found that 67% of UK employees have left or considered leaving their job due to poor management. For HR professionals, addressing these behaviours is not only critical for staff retention and satisfaction but also for fostering a healthy, high-performing workplace. 

 We explore how HR can proactively tackle toxic management and create lasting positive change. 

How to spot a toxic manager 

Toxic manager behaviour can take many forms — from overt bullying and micromanagement to more subtle forms of manipulation or neglect. Common signs include: 

• Micromanagement: Constantly monitoring employees, undermining autonomy, and eroding trust. 

• Lack of Empathy: Ignoring employee wellbeing, showing little compassion during challenging times. 

• Favouritism: Creating divisions by treating employees unequally. 

• Blame Culture: Deflecting accountability and scapegoating team members. 

• Poor Communication: Failing to provide constructive feedback or creating confusion through inconsistent messaging. 

When these behaviours go unchecked, they can lead to high turnover, low morale, absenteeism, and even reputational damage.  

So, what can HR do to intervene and prevent toxicity from taking root? 

You may be interested in our blog on spotting a toxic workplace 

How to Prevent and Resolve Toxicity  

HR teams can play a pivotal role in preventing and addressing toxic manager behaviour by establishing clear policies, promoting psychological safety, and empowering employees to voice concerns without fear of retaliation. 

1. Build a Culture of Safety: 

Employees need to feel safe reporting issues without fearing consequences. HR can: 

• Encourage Open Communication: Foster an environment where feedback flows freely, and employees can express concerns without judgment. 

• Anonymous Reporting Channels: Offer confidential methods for employees to report toxic behaviour, such as online portals or external whistleblowing services. 

• Regular Check-Ins: Schedule regular one-to-ones or employee surveys to gauge team morale and catch early signs of trouble. 

 Check out our blog post about spotting the signs of work stress 

2. Develop Clear Anti-Toxicity Policies 

It’s essential to have documented policies outlining expected leadership behaviours and the consequences of failing to meet them: 

• Code of Conduct: Define acceptable and unacceptable behaviours, with concrete examples. 

• Disciplinary Procedures: Outline the steps HR will take to investigate and address reports of toxic behaviour. 

• Training Requirements: Mandate regular leadership and emotional intelligence training to promote self-awareness and healthy management practices. 

3. Implement Manager Training and Development 

Training managers to lead with empathy, fairness, and self-awareness can mitigate toxic tendencies before they manifest. Consider: 

• Emotional Intelligence Workshops: Teach managers how to navigate emotions, build relationships, and manage conflict. 

• Coaching and Mentoring: Pair managers with experienced mentors to guide their leadership development. 

• Feedback Loops: Encourage managers to seek regular feedback from their teams to identify areas for improvement. 

Find out how to create a leadership development plan. 

4. Act Decisively When Toxicity Arises 

When toxic behaviour surfaces, HR must act swiftly to protect employees and uphold company values. Steps may include: 

• Thorough Investigations: Conduct fair, impartial investigations into complaints, gathering evidence through interviews and documentation. 

• Intervention Plans: Develop tailored action plans for toxic managers, outlining behavioural improvements, timelines, and consequences for failure to change. 

• Separation, If Necessary: In cases of severe or unchangeable toxicity, consider removing the manager to safeguard employee wellbeing and organisational culture. 

Measuring Success and Sustaining Change 

 Addressing toxic manager behaviour should not be a one-off task, it requires ongoing effort and vigilance. HR can measure progress by: 

• Tracking Key Metrics: Monitor turnover rates, absenteeism, and employee satisfaction scores for shifts in workplace sentiment. 
• Conducting Pulse Surveys: Regular, anonymous surveys can provide real-time insights into employee perceptions of management. 
• Celebrating Positive Change: Recognise managers who make meaningful improvements, reinforcing the value of healthy leadership. 

 By proactively addressing toxic manager behaviour, HR can transform workplaces into environments where employees feel valued, supported, and empowered to thrive. 

 It’s not just about resolving conflicts it’s about creating a culture that attracts and retains top talent, driving long-term business success. 

 Empower your managers to lead with empathy and accountability. The xcd  platform’s highly configurable performance management module helps shape healthier leadership practices. Download our performance management overview to discover how it can support your team’s success.