Of course you know them. Those employees eager to move up. But you worry, you are not sure. How pure is their ambition? How important is power, status, money...? What kind of leader will they turn out to be?
Toxic leadership can have severe consequences for organisations, leading to various detrimental outcomes that could have been prevented if only you had the right information.
Decrease in employee morale and engagement
Toxic leadership creates a negative and oppressive work environment. Employees may feel demotivated, unappreciated, and disengaged, which can impact their productivity and overall job satisfaction.
Damage to organisational culture and reputation
Toxic leadership erodes trust, respect, and ethical behavior within an organisation. Externally, a negative reputation can deter potential job applicants and affect relationships with clients and partners.
Poor team dynamics and collaboration
Toxic leaders tend to create an atmosphere of fear, competition, and distrust among team members. Consequently, projects may suffer from delays, errors, and subpar outcomes.
High turn over rates
Toxic leadership often drives talented and dedicated employees to seek employment elsewhere. The constant turnover of skilled individuals results in increased recruitment and training costs, as well as a loss of institutional knowledge and expertise.
Increased absenteeism and reduced productivity
Employees may experience higher levels of stress, anxiety, and burnout. Additionally, the overall productivity of the team can be negatively affected as employees may be less motivated to give their best effort.
People leave managers. Poor leadership remains in the top 3 for reasons of leaving
reason for a negative Glassdoor review, out there for any potential candidate to see
of well-being and performance is determined by leadership behavior
Potential is often confused with performance. Only 30% of high performers are also high potentials. Get past the usual suspects in potential detection.
Don't make assumptions about career aspirations. Make employees attentive to their pitfalls.
Discussions behind closed doors and undisclosed criteria undermine trust. Increase transparency by using evidence-based data.
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Potential and performance are all too often confused.
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