Healing a Team After a Toxic Manager

10 tips to rebuild trust and boost morale.

Photo by SOULSANA on Unsplash

A toxic manager can wreak havoc on a team, especially when they hold a high position in the company. If you find yourself leading a team that has suffered under such management, here are 10 tips to help you turn things around:

1. Avoid judging based on past performance
   The team’s previous results likely reflects the former manager’s influence. Chances are they were micromanaged, repressed, and blocked. Give them a fresh start and time to recover.

2. Start fresh, but slowly
   Avoid making immediate, sweeping changes, as this can destabilize the team even more. If changes are necessary, take the time to explain why and seek their input. This shows you value their perspective and helps them feel involved in the process.

3. Get to know each team member
   Meet with each member individually to learn about them as people. Discover their interests both in and out of work. Practice active listening, allowing them to express themselves freely even if their thoughts seem scattered. It takes time to regain one’s voice especially if it was previously suppressed.

4. Restructure with care
   If restructuring is needed, align new roles with team members’ strengths and what brings them joy. Don’t assume they love what they do best—ask them what they’re good at but dislike doing. This helps ensure that roles are fulfilling and well-suited to their talents.

5. Adapt your leadership style
   Learn each team member’s communication style and adjust your approach accordingly. Forget about a one-size-fits-all leadership style; tailor your approach to meet the needs of each individual.

6. Hold regular meetings and stick to them
   Set up weekly meetings with everyone and commit to them, only canceling for emergencies. It’s okay to reschedule with proper notice, but consistency helps build trust and reliability.

7. Go beyond work updates in one on one meetings
   Use the "rose, bud, thorn" method in your meetings: ask about the best part of their previous week (rose), what they are excited about and looking forward to (bud), and their biggest challenge (thorn). This approach encourages reflection and helps you understand where you can provide more support and remove obstacles.

8. Celebrate small wins frequently
   Don’t wait until the end of the year to recognize achievements. Break down objectives into smaller milestones and celebrate these regularly. Recognizing and celebrating small wins boosts morale and motivates the team.

9. Be patient and allow time for healing
   Turning around a wounded team takes time. Just like adopting a shelter pup, the team needs time to heal and develop trust in you. Don’t force trust; earn it through consistent and supportive actions.

10. Identify and address toxic individuals quickly
    Distinguish between defeated and toxic individuals. A defeated person will work slowly and without passion; they need your support to revive their enthusiasm. A toxic person will drag the rest of the team down and must be dealt with quickly to prevent further damage.

Leadership is tough. More often than not we are just thrown into it and have to figure it out on our own, so we learn by doing. Reflect on your past experiences with managers, both good and bad. Use these reflections to become the manager you’d love to have.