Identifying difficult and dangerous senior managers is critical to protecting the well-being of an organisation, its employees, and stakeholders. Here are key strategies for recognising warning signs and taking appropriate action:

1. Behavioral Red Flags: Look for signs of aggressive behavior, bullying, intimidation, or excessive micromanagement. Frequent conflicts with subordinates and peers can indicate a problematic management style.
2. Lack of Empathy and Emotional Intelligence: Senior managers who lack empathy or emotional intelligence may display an inability to understand or address the needs and concerns of their team members.
3. Erosion of Trust and Team Morale: Observe if team morale is declining, and there’s a growing lack of trust in the senior manager. Low employee engagement and high turnover rates could be indicators of a dangerous manager.
4. Ethical Lapses: Be alert to any signs of ethical violations, such as dishonesty, favoritism, or misuse of power for personal gain.
5. History of Past Incidents: Conduct thorough background checks and references to identify any past incidents or complaints related to the senior manager.
6. Inconsistent Decision-Making: If senior managers display inconsistent decision-making or lack accountability for their actions, it may signal potential problems.
7. Resistance to Feedback: A manager who is resistant to constructive feedback and dismisses concerns raised by employees should be closely monitored.
8. Disregard for Compliance and Policies: Pay attention to managers who show disregard for organisational policies or compliance requirements, as this could lead to legal and reputational risks.
9. Excessive Focus on Self-Preservation: Managers who prioritise their own interests over the organisation’s well-being may be detrimental to the company’s success.
10. Bypassing Established Processes: If a manager consistently bypasses established procedures and decision-making channels, it can lead to chaos and inefficiency within the organisation.

Action Steps:

1. Open Channels of Communication: Encourage employees to provide anonymous feedback and report concerns without fear of retaliation.
2. Conduct Regular Performance Reviews: Performance evaluations should include feedback from subordinates, peers, and higher management to gain a comprehensive view of the manager’s behavior.
3. Promote a Positive Culture: Foster a culture of transparency, respect, and accountability to discourage negative behaviors.
4. Investigate Complaints Promptly: Take all complaints seriously and conduct impartial investigations to address any issues promptly.
5. Provide Training and Support: Offer training programs on leadership, communication, and emotional intelligence to help managers develop essential skills.
6. Escalate Serious Concerns: If behavior poses significant risks to the organisation, escalate concerns to the appropriate higher authorities or the board.

Benefits of Digital Screenings:

• Efficiently screen a large number of candidates in a short time frame.
• Identify potential risks and red flags associated with high-risk roles.
• Facilitate informed decision-making and protect the organisation from reputational and legal risks.

Identifying difficult and dangerous senior managers requires vigilance and a proactive approach to safeguarding the organisation’s values and well-being. By recognising warning signs and taking appropriate actions, organisations can foster a healthy and productive work environment while mitigating potential risks posed by problematic managers.