Below are all the posts — topics as well as replies — that mention the hashtag #toxicleadership.
Mention #toxicleadership in your post to continue the discussion!
East Asian culture harbors a great deal of toxic baggage—such as India’s culture of hierarchical stratification and China’s culture of servility, which acts as a cancer within modern Asia-Pacific workplaces, severely hindering normal collaboration and information sharing.
The combination of those toxic elements imposes a continuous "tax" on a company, eventually leading to its demise.
My Wells Fargo group is made of seven people, in which five are women and two are men. Of the women, four of them are full-blown Karens and very unpleasant to work with. The remaining woman keeps to herself and has been looking for an internal transfer for months. Of the four Karens, and reason for the group toxicology, not sure if the Karens like each other or see it as to their advantage to act as a group as they like people to think they do.
Proud to be in Uncon. Working for the best, corrupt, useless leadership. All they care about is posting in LinkedIn how great they are. Seeing supervisors and managements treat their people like slaves day in / day out and wait for the ranking results … We all know a supervisor or manager; they really don’t do a sht daily. They look busy.
I've been here a few years now and I've lost count of how many times I've been thrown under the bus for stuff I didn't do. My manager just shrugs and tells me that's how it works, which is just infuriating at this point. Can't wait to leave T and never look back.
DXC has perfected the art of lying to absolutely everyone in the same breath — customers get told their transformation is “on track” while their systems are on fire, and staff get told their jobs are “safe” roughly 48 hours before a calendar invite from HR with no agenda and the energy of a firing squad. The whole operation runs like a con trick performed by people who’ve forgotten they’re conning anyone, powered entirely by offshore teams with no documentation, account managers who’ve promised the impossible, and a management layer so detached from reality they think “delivery” is something that happens to other companies. Customers pay millions. Nothing works. Nobody knows why. Leadership gets a bonus anyway.
In the present leadership era, apparently it’s perfectly acceptable to drop a bo-b right before a holiday, and then make sure all VPs show out of office for the rest of the day so as not to be bothered by the peasants. Meanwhile, I’m sure they are using AI to figure out talking points on how everyone is valued, we’re still a family, blah blah blah…CDW culture, or what it once was, is DEAD.
People who take credit for things I did and then getting promoted based on it, managers who keep making false promises but never actually delivering on them, and cowardly managers who never bother to stand up for their people. I know for a fact this is not just my experience and the fact that it's happening to plenty others shows there's something deeply wrong with this place.
How do you navigate working for a leader who consistently deflects responsibility when things go wrong, portrays themselves as the person holding the organization together, and repeatedly singles out one or two employees for criticism until they eventually they leave or get fired as a cause of this set up. Abusive or demeaning language in private but present themselves as professional in public. How do I protect myself from this gaslighting? Very shameful.
If you have a chance to get away from Big Red, do it. If you can live without the severance pay, don't sign the agreement. That way you can speak your mind without looking behind your back everyday. Having gone through the last layoff was the best thing for me. There is a secret society of managers and leadership that are terrible towards the employees. Some of them managers are on short term assignments and don't care who they hurt. They are taught to be terrible and will stab you in the back on a Tuesday and smiling at you on Monday. They are not your friend. Doesn't matter what are you work in, all the managers are conditioned the same. One single HR person runs the whole thing and she is no better. She doesn't care about either and will lie to your face. I could say more but remember this run away if you can.
sick of this nasty working environment
I hope I’m a part of this layoff. When you have people like me who have been around for 14 years wishing that they will be Riffed it should paint a picture of how toxic this place is. Let this 12 year old VP enjoy her toxicity and all her a.. kissing useless sr directors.
Does anybody else feel like the only task their managers have is to make our lives miserable? Never helping us but always there to add an unnecessary comment and complicate simple things. I honestly believe T would be a better place without the lot of them.
The people in charge are a joke.
I saw On the news you hired Stacy Eng. we worked with her at Chevron and she is hands down the worst leader/person to work with. Multiple people quit or took leave because of her. She is horrible she can’t think for herself. She throws people under the bus and has no idea what she’s talking g about. She single handedly messed up our learning and talent group and it’s still not bounced back.
God speed. Watch out.
I've seen multiple people placed on PIPs in the last six months. It's making me nervous. Is this just how things work here? Or is it a strategy to document people out the door so they don't get severance? I'd really like to know if I'm being paranoid or if this is a legitimate concern.
This is the perfect moment to think about exiting. Leadership has shown their true colors. We know they don't value people, but only care about their own bank accounts. Our reputation is completely shot and new talent won't touch us. Time for us to start looking out for ourselves.
I don’t want to do any work, clearly why should we work when Sarah doesn’t give a damn about anyone but greedy self.
Sarah is a character she talks about the struggles of her mother and what she did for her on LinkedIn for Mother’s Day. Than she does this. Come on do better and stop being fake.
My old company used PIPs when it wanted to get rid of people without paying them severance. It's always possible to find something, anything to justify it. The way things have been going here, I'm starting to worry the same thing will happen. Am I wrong?
You have already branded yourself Verizon - sleazy, money grubbing sociopaths. This is regarding every person involved in firing people who did deserve it. Just following orders is NOT an excuse. Find another job instead of enabling grifters.
The management and executive leaders at Dell lie, cheat, steal, take credit for other's work, and basically walk on the backs of their employees. It's worse than I've ever seen it. Tell me I'm wrong.
https://www.thelayoff.com/post/@OP+1ktmsca1x
This thread highlights how toxic this company has become - both Optum and UHC. Highly recommend, share this in all social media and let it go viral.. this is much needed to drain the toxic nuclear swap that is UHC!
Do you have the impression that your current managers in this company are psycopath ?
I want to hear from people who've moved around in their career. Have you ever worked anywhere with a more toxic environment than this place? With leadership that cares less about its employees? I'm not being rhetorical. I really want to know. Is this just how all big companies are?
Just the bottom line. We're treated as items and the company as a carcass.
It’s sad to say, but we’re back to where we started when JD was here. The environment is toxic, the directors are promoted by their friends who are at the top. The vibe around campus is depressing and we have no new innovations. Marketing is just throwing celebrities in Ads - with slogans written by 12 year olds. What happened to ‘getting back to sport’? Step foot out of Oregon and you’ll see people don’t give an f about Nike.
It’s a fcking sweatshop.
I’m genuinely curious. Why are you clinging to a company that no longer wants you?
I was an IC that took initiative and did impactful work that improved the performance of my entire team many times but my manager’s actions showed that they didn’t appreciate me or value me so I volunteered to be laid off and I was.
Actions speak louder than words and I think many of them look down on their underlings. So why are you clinging to these arrogant a**holes?
https://www.msn.com/en-us/money/other/10-red-flags-of-a-toxic-boss-and-tips-for-working-with-one/
Is Your Boss Really Toxic or Just Difficult?
Your boss may be toxic if their behavior is repeated, harmful, and makes it harder for you to do your job or feel safe at work. Not every frustrating manager is toxic, and recognizing the difference can help you respond more effectively. A difficult boss may be frustrating to work with or demanding, but they’re usually still fair and focused on work outcomes.
Following are some notable differences between a difficult and a toxic boss.
A difficult boss may…
Give blunt or unclear feedback
Set high expectations
Be disorganized or hard to read
Struggle with communication
Have occasional bad days
Push for results
A toxic boss may…
Belittle, insult, or intimidate employees
Create unrealistic expectations and punish people for missing them
Create confusion, fear, or constant stress
Withhold information, shift blame, or manipulate situations
Show a repeated pattern of harmful behavior
Take credit, play favorites, retaliate, or ignore boundaries
In many cases, it comes down to how often the behavior happens and how much it affects you.
If the behavior is occasional or tied to poor communication, it may be manageable. If it’s ongoing, manipulative, targeted, or emotionally draining, you may be dealing with something more toxic. Many employees second-guess themselves in toxic environments, especially when behaviors are subtle or inconsistent.
10 Signs of a Toxic Boss
The clearest signs of a toxic boss usually appear as repeated patterns rather than isolated incidents. One bad meeting or tense conversation doesn’t always mean your boss is toxic, but ongoing behaviors that create stress, confusion, or unfairness are toxic boss traits worth paying attention to.
For example, your boss might approve a project direction, then criticize you later when leadership pushes back. You might hear, “You should’ve known that wasn’t what I meant,” or “I don’t have time to hold your hand through this,” even though they never clarified expectations.
For example, you may develop a new process, solve a major client issue, or create a successful campaign, only to watch your boss say, “I came up with a new approach,” without mentioning your role.
For example, you might hear comments like, “I don’t know why this is so hard for you,” “Maybe this role is too much,” or “Everyone else seems to understand this.”
For example, your boss may ask for a quick draft by Friday, then criticize it for not being polished enough. Or, they may say a task is low-priority, then act frustrated when it’s not completed first.
For example, they might send messages at night and follow up first thing in the morning with, “Did you see my note?” or say, “I know you’re on PTO, but this will only take a minute.”
For example, one employee may repeatedly miss deadlines without any clear accountability, while you’re criticized for minor issues. Or, your boss may consistently give stretch projects to the same people while telling others they “aren’t ready,” without explaining how to grow into those opportunities.
For example, if you ask for clearer priorities and your boss responds by saying you’re “not being a team player,” that’s a warning sign.
For example, they may ask for updates multiple times a day, frequently rewrite your work without explanation or input, or require approval before you take even small next steps to complete a task.
For example, they may assign a project with little context, disappear when you ask questions, then criticize the final result. Or, they may say, “This needs to be done ASAP,” without explaining what should move down the priority list.
For example, your boss might ignore strong results but immediately call out small mistakes. They may respond to a completed project with, “This is what I expected anyway,” or give new opportunities to others while offering you little guidance or recognition.
6 Tips for Dealing With a Toxic Boss Without Quitting
You can deal with a toxic boss without quitting by protecting your work, setting clearer boundaries, documenting harmful behavior, and seeking support before making any major career decision.
It’s not in your job description to “fix” your boss. In a toxic situation, the best thing you can do is reduce the impact their behavior has on your performance, confidence, and career overall.
For example, you might write: “To confirm, I’ll prioritize the client report first and send a draft by Thursday. I’ll move the internal recap to next week unless priorities change.” Doing so creates a record and gives your boss a chance to correct misunderstandings before they become bigger problems.
Instead of writing, “My boss was awful in the meeting,” note what was said and how it affected the work: “During the Monday team meeting, my manager said, ‘I don’t know why this is so hard for you,’ in front of five coworkers after I asked for clarification on the deadline.”
Documentation can help you spot patterns, prepare for HR conversations, or make a stronger case if the situation escalates.
In practice, setting boundaries often means naming your capacity, asking for priorities, and putting decisions back in business terms.
For example, if your boss assigns a new urgent task when your workload is already full, you might say: “I can take this on, but I’ll need to move the reporting deck to tomorrow. Which should I prioritize?”
Keep your communication calm, specific, and work-focused. Avoid venting in company channels, sending angry emails, or making accusations you can’t support. You can be firm without escalating the situation.
Build support: Maintain relationships with trusted coworkers, career mentors, former managers, or other leaders who can help you reality-check the situation. If colleagues are experiencing similar behavior, keep those conversations professional, focused on facts, and away from gossip.
Use employee resources: If your company offers an employee assistance program (EAP), consider using it for confidential counseling or support. If the behavior involves harassment, discrimination, retaliation, or illegal activity, you may also want to seek legal guidance to better understand your rights.
Contact HR: When you’re ready to take a formal step, bring the issue to HR. Before requesting a meeting, make sure your documentation includes specific examples, dates, the impact on your work, and any steps you’ve already taken to address the issue.
Having options can make the situation feel less overwhelming. You may decide to stay, transfer teams, or look for a new job, but you’ll be making that choice from a stronger position.
When Is It Time to Quit Because of a Toxic Boss?
It may be time to quit because of a toxic boss when the situation is damaging your health, limiting your career growth, or continuing despite your efforts to address it.
You don’t always need to leave a challenging work situation, but some environments become too harmful or unstable to manage long-term.
You should consider walking away from a toxic workplace when:
Your health is being affected: If work stress is causing anxiety, sleep issues, physical symptoms, or constant dread, the job may be costing more than it’s worth.
The behavior is getting worse: If your boss becomes more aggressive, critical, unpredictable, or retaliatory after you speak up, staying may put your job or reputation at greater risk.
You’ve tried reasonable solutions: If setting boundaries, clarifying expectations, documenting issues, or talking to HR hasn’t helped, the situation may not improve.
The toxicity goes beyond your boss: If toxic behavior is tolerated or encouraged by other leadership, leaving may be your best long-term option.
5 Ways to Avoid a Toxic Boss in Your Next Job
You can avoid a toxic boss by watching for warning signs throughout the job search, from the job ad to the final offer.
While you can’t predict every workplace issue before accepting a role, you can look closely at how the company communicates, how the hiring manager describes their leadership style, and whether the role’s expectations seem clear, fair, and sustainable.
Scrutinize job ads. Watch for vague responsibilities or phrases like “high-pressure,” “thick-skinned,” or “fast-paced environment,” which may point to stress, disorganization, or unrealistic expectations.
Watch for red flags in recruitment communication. Long delays, rushed timelines, unclear instructions, or pressure to accept quickly can signal a poorly managed workplace.
Assess the interview experience. Pay attention to how your potential boss communicates. A good boss should be able to describe expectations clearly, answer questions directly, and show active listening. If they seem dismissive, negative, evasive, or focused only on what they expect from you, that may be a warning sign.
Evaluate the job offer. Review the offer for unclear terms, unusually restrictive conditions, limited support for work-life balance, or signs that the company is trying to rush your decision.
Talk to your network. Before accepting, ask current or former employees what the company culture and management style are really like, especially if they’ve worked with your potential boss.
State Farm leadership is cookie cutter corporate garbage. When the person above and in front of them stops they put their head up their azz. Leadership no longer has the heuvos to defend and support their subordinates. It is each man for themselves and their hypocrisy runs deep when they preach teamwork.
It is so sad to say they are so brainwashed to believe in the hypocrisy. Leadership at State Farm is a term that is abused so bad it has created dysfunction. The worker understands this and can no longer believe in the ethics of the company mission and vision statements. Failure is inevitable with leaders of poor virtue.
The executives at this company are almost cartoonishly evil. I've never seen more people who are deluded into believing they are kind. Yes, I know and I've heard that leadership everywhere are snakes (that's how they end up where they are), but to see it up close is hard to digest.
Haven't been here for awhile and looking at the postings I am shocked that people are putting up with this mess.
Managers/Directors openly disrespecting staff, threatening them in front of witnesses, making up jobs/roles but not compensating them appropriately, scolding them for not asking about pronouns to members who likely are clueless or will loose their mind at the question, insane micromanagement. and people are just putting up with it.
My Goodness!!! Use your power and the power of the policies posted in Workday for this and start calling it out. Being afraid of being Rifed is turning people into doormats. Stand up for yourself!!!
The constant manipulation by management just wears you down until you don't even recognize yourself anymore. Trust me, it's not worth it.
Hate this leadership and hate how even your own leaders are su-king up to them just to save themselves instead of protecting their team
There has been a noticeable and disappointing shift in leadership culture within the Quality department, moving away from collaborative corporate values and toward an authoritarian, military-style command-and-control structure. A prime example is the expectation for staff to use artificial, forced scripts and mandated pleasantries during casual daily interactions, mimicking a rigid military hierarchy. This level of forced conformity completely invalidates the deep institutional knowledge and dedication of long-tenured employees who have spent years building this company.
Furthermore, the communication style from leadership in this department is deeply unprofessional and counterproductive to a healthy business environment. Meetings are frequently disrupted by leaders bringing aggressive military briefing tactics into the corporate world, cutting people off mid-sentence if they do not receive an immediate, hyper-concise answer. This dismissive behavior shuts down open communication, erodes psychological safety, and shows a blatant lack of respect for the team's expertise. Employees joined a corporation, not the armed forces, and they should not be subjected to this type of combat-zone impatience.
What is most concerning is that upper management has completely failed to address or call out this unacceptable behavior. By allowing these toxic, drill-sergeant leadership tactics to go unchecked within the Quality department, executive leadership is actively damaging employee morale and driving away top talent. This company used to thrive on mutual respect and professional dialogue, but the current lack of oversight and acceptance of rigid, disrespectful behavior makes the workplace culture unsustainable.
My neighbors ask me all the time when did Dell become so toxic? I tell them it's been this way for many years. But lately, it's accelerated because our inept, incompetent, inexperienced, nepotistic leadership clowns started thinking it could replace employees with AI chatbots. All driven by greed. Dell leadership or HR absolutely DOES NOT CARE about employees.
Been chatting with a recruiter friend who said he avoids former State Farm employees because too many are too toxic. I tried to get more out of him, what does that even mean, but he just shrugged and said that's his experience. What's that all about? Do we actually have a reputation?
For those that keep asking the question about more cuts coming, the answer is yes!
https://www.tmonews.com/2026/05/leaked-timeline-suggests-t-mobile-is-nearing-an-all-t-life-future/?amp=1