7 Ways to Be a Terrible Boss (And Why You Should Do the Opposite)

A fun guide to leadership fails, and how to turn them around.

Ever wonder what separates great leaders from the ones employees complain about around the water cooler? Sometimes it’s easier to spot what not to do than to figure out the right approach.

So let’s have some fun with it. Here’s a list of the things a boss shouldn’t do, along with why doing the opposite can completely transform the perception of your leadership style.

The “How to Be Terrible” Playbook

Want to be the boss everyone dreads? Follow these seven foolproof steps:

1. Become a Master of Hide-and-Seek
Stay locked in your office with the door closed. Avoid face-to-face interactions at all costs. Your employees should have to send smoke signals if they want to reach you.

2. Treat People Like Task-Completing Robots
If you absolutely must speak with employees, focus solely on tasks. Avoid showing any interest in them as actual human beings with lives, feelings, or ideas.

3. Master the Art of ALL CAPS COMMUNICATION
Why have conversations when you can fire off emails? For maximum impact, USE ALL CAPS TO SHOW YOU MEAN BUSINESS. Nothing says “effective leadership” like when people feel like they’re being yelled at, through a screen, or in front of colleagues at a staff meeting.

4. Embrace the “My Way or the Highway” Philosophy
Implement changes without considering input from the people who actually do the work day in and day out. Who needs employee perspective when you have a corner office?

5. Keep Expectations Mysteriously Vague
Set loose, unclear expectations, but demand excellent results. It’s like asking someone to hit a target while blindfolded, which is both frustrating and ineffective!

6. Demand Respect While Giving None / Poor Mood Management
Expect respect from your team while showing little in return. Add unpredictable moods to the mix, going from calm to explosive in seconds, and suddenly employees feel like they’re walking on eggshells, never knowing which version of you they’ll encounter that day.

7. Perfect the “Do as I Say, Not as I Do” Mantra
Set standards for your team that you don’t follow yourself. Double standards are definitely the foundation of trust and credibility… not.

Now Here’s the Reality Check

If reading that list made you cringe, or if it brought to mind a direct report whose abrasive behavior is creating negative perceptions, you’re not alone.

The truth is, leaders who do the opposite of those things aren’t just easier to work for, they’re measurably more successful.

Research shows that leaders with high emotional intelligence are:
→ 4.7x more likely to be high performers overall
→ 5.2x more likely to inspire their teams
→ 3.9x more likely to make strong decisions

(Source: Leadership & Organization Development Journal)

The Healthy Leadership Playbook

Here’s what to do instead:

• Be visible and approachable – Your open door (literally and figuratively) creates psychological safety.
• Show genuine interest in your people – When you care about them as individuals, they’ll care more about the work.
• Have real conversations – Face-to-face communication builds connection and prevents misunderstandings.
• Include your team in decision-making – The people doing the work often have the best insights for improvement.
• Set clear, specific expectations – Your team can’t hit targets they can’t see.
• Give the respect you want to receive / Manage your emotional reactivity. Leadership is earned, not demanded. Healthy leaders stay emotionally grounded in a way that invites others to speak up, take risks, and admit mistakes.
• Model the behavior you expect – Your actions set the standard for your entire team.

The Bottom Line

When you lead with emotional intelligence, showing up as someone who is present, respectful, and genuinely invested in your team’s success, everything else gets easier.

Employees become more engaged, performance improves, and yes, you’ll sleep better knowing you’re the kind of leader people actually want to follow.

If you’ve recognized yourself, or one of your top performers, in the “terrible boss” list, don’t panic. These are abrasive leadership tendencies that can be turned around. The good news? These skills can be developed, and you don’t have to figure it out alone.

Schedule a complimentary call to explore how the Leadership Turnaround Coaching Program can help replace negative perceptions and heighten leadership credibility, so you (or your top performers) become the kind of leader people respect and want to follow.

Question for you: What’s the worst leadership mistake you’ve witnessed, or maybe even made yourself? Share your thoughts in the comments below!