7 in 10 workers consider quitting due to their bosses’ annoying behaviors

Communication quirks, micromanagement tendencies—plenty of behaviors can make the office environment a nightmare, especially when our manager is the source of the problems!

Between August 22–23, 2024, ResumeHelp surveyed 1,499 U.S.-based workers to examine whether their managers exhibit annoying behaviors. And the answer to that is yes. 84% of respondents say their managers exhibit annoying behaviors.

And the list of pet peeves is extensive. But the problem is multidimensional. So, join us on this journey to uncover the challenges, the insights, and the strategies for navigating the complex relationship between managers and workers.

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Managers as a source of pet peeves

First things first. What does the list of the most annoying behaviors exhibited by our managers include?

Time to take a look. The percentage indicates the number of respondents who flagged the behavior as annoying or extremely annoying.

The top 12 most annoying managers’ behaviors cover:

1. Ignoring or dismissing suggestions for improvement from their team – 65%
2. Dumping their work on others – 63%
3. Overloading team members with unrealistic workloads and deadlines – 63%
4. Lying about job-related issues – 62%
5. Showing favoritism or treating employees differently – 62%
6. Making decisions without considering input from their team – 62%
7. Being unresponsive to communication or taking a long time to reply – 62%
8. Easily losing temper, screaming or yelling – 61%
9. Displaying a lack of empathy towards workers’ personal challenges – 60%
10. Failing to provide opportunities for professional growth and development – 60%
11. Always complaining about bad results – 60%
12. Bragging about how busy they are – 60%

The behaviors listed encompass a range of issues.

Among the top three most frequently occurring, we find lying about job-related issues, showing favoritism or treating employees differently, and making decisions without considering input from their team.

Notably, the prevalence of these behaviors is indicative of the significant impact they have on employee satisfaction and work dynamics.

Managers’ behaviors and workplace consequences

What are the consequences of working with annoying managers?

• 8 out of 10 workers (82%) reported a negative impact on team morale due to their manager’s annoying behaviors.
• Additionally, more than 7 in 10 respondents (74%) observed a negative impact on team productivity due to their manager’s ways of conduct.
• 7 in 10 people (72%) believe the manager’s annoying behaviors contribute to conflicts or tension within the team.

And if you’ve ever considered changing jobs because of your manager, don’t worry, you’re not alone.

More than 7 in 10 respondents (74%) considered leaving their team or company because of their manager’s annoying behaviors.

And this is the case for both men and women, people with or without a degree or workers of small companies and big corporations.

• Gender: 83% of men and 85% of women have considered that option.
• Sector: 93% of Education sector workers vs. 76% of Software/IT workers.
• Education: 90% of master’s or doctorate holders vs. 80% of bachelor’s or associate degrees also considered leaving.
• Size of the company: 86% of workers employed in companies with 1–10, 11–50, and 201–500 workers vs. 83% of those employed in corporations with 501+ employees.

But there’s a light at the end of the tunnel.

73% of ResumeHelp research respondents say that their leaders are proactive in improving their behaviors.

And all things considered, 85% of the respondents say they would generally describe their managers as good leaders.

Annoying managers – talk of the town

Managers irritate their team members on a regular basis.

As ResumeHelp research shows:

• 11% experience managers’ annoying behaviors every day.
• 21% of respondents say their managers show annoying behaviors several times a week.
• 23% encounter annoying behavior once a week.
• For 21%, it’s several times a month.

Only 5% say their managers never annoy them.

In the workplace, it’s not uncommon for employees to discuss and comment on the behaviors and habits of their leaders.

82% of respondents gossip about their managers’ annoying behaviors with their coworkers.

This significant percentage highlights that some managers’ actions are not merely isolated incidents but are recurring and impactful enough to warrant conversation among employees. At the same time, it underscores the importance of addressing managerial behaviors and fostering effective leadership practices.

Final thoughts

Ultimately, it’s not just about correcting individual shortcomings but about creating a culture of respect, collaboration, and success that benefits both employees and the organization as a whole.

In essence, the impact of an annoying boss extends far beyond personal irritation. Annoying bosses don’t just disrupt the workplace; they disrupt the heart and soul of a team, sowing seeds of frustration, and creating disharmony.

Depending on the type of behavior, their bad influence ripples through the team’s dynamics, eroding trust, stifling creativity, and fostering an atmosphere of apprehension. Under the weight of an annoying boss, team members often find their motivation waning, their enthusiasm dwindling, and their collaborative spirit dampened.