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Workplace toxicity forces employees to resign
A recent study reveals that nearly a third of professionals have left jobs due to harmful management practices, with experts distinguishing between poor leadership and outright toxicity.
Public humiliation and personal attacks
Maya, who requested anonymity, described her experience at a small PR agency as initially promising-until her manager's behavior turned abusive. Colleagues were routinely shamed in front of the team, with insults like "are you thick?" or "this work is rubbish" hurled during meetings.
The hostility extended beyond professional criticism. When a coworker mentioned hiring a personal trainer for her wedding, the manager left a photo of a "fat bride" on her desk. Maya soon noticed a pattern: "Every single one of my colleagues would cry almost daily," she said, linking persistent sick leave to deteriorating mental health. She eventually resigned.
Toxic vs. ineffective management
Ann Francke, CEO of the Chartered Management Institute, emphasizes that not all difficult bosses are toxic. Many fall into the "accidental manager" category-promoted for technical skills rather than leadership abilities. Their poor performance often stems from inexperience, not malice.
Toxicity, however, involves deliberate harm. Francke defines toxic managers as those who "lack empathy and self-awareness," often undermining teams, stealing credit, or ruling through fear. The consequences extend beyond morale, creating environments where anxiety impairs both well-being and productivity.
"If you have a knot in your stomach on Monday morning, constantly dodge corridors to avoid confrontation, or fear speaking up in meetings, that's toxicity-not a personality clash."
Ann Francke, Chartered Management Institute
Surveillance and exclusion
Josie, another anonymous source, recounted years of relentless micromanagement. Her boss bombarded her with calls, texts, and voice notes from 7 AM to 10 PM, even on off-days, demanding constant location updates. The behavior escalated to reassigning projects and excluding team members from social gatherings.
Hannah, who worked for a major supermarket chain, shared a particularly degrading incident. After arriving at a corporate event wearing the same jumper as a guest, her boss forced her to remove it and work in a vest-despite November's cold temperatures. "I felt like such an idiot," she said.
Coping strategies while planning an exit
Rachel McAdams, star of the workplace thriller Send Help, drew from personal experience during the film's premiere. She recalled a toxic summer job and advised, "Quietly quit if you can. If not, try to practice some zen."
For those unable to leave immediately, Francke suggests temporary coping mechanisms while securing another role. These include documenting interactions, seeking support from HR or trusted colleagues, and setting boundaries where possible.
