5 Bad Boss behaviours (and how to handle them like a pro)
Your career is important… but mine is more important!
Ever had a boss who made it crystal clear their career comes first? One of my friends once asked an exec at her company for a development opportunity that he was also interested in, only to be told, “Your career is important, but mine is more important.” Ouch. At least he was honest?!
But here’s the thing: you don’t have to just accept bad boss behaviour. Let’s call it out and do something about it! Here are our top 5 “bad boss” moves that stunt team growth—and what you can do to flip the script.
1. The “All Work, No You” Boss
What they do:
Laser-focused on deadlines, KPIs, and WIPs, but when it comes to you as a human being? Nada. Maybe a half-hearted “How was your weekend?” before diving into the to-do list.
If you’re the boss:
Hey, your team isn’t made of robots (yet)! Take five minutes to check in on their goals, dreams, or even just their latest Netflix binge. Sneak a development chat into your regular catch-ups—no need for a new meeting. They may not actually know what they want to focus on. Crazy, but research we did in Dec 2024 shows that is the norm - only 25% of NZ employees are completely clear on what they want to do next. And remember: you don’t need all the answers, just a willingness to listen.
If you’re the employee:
It’s not selfish to want to grow! Tell your boss you’re keen to develop, even if you’re not sure what that looks like yet. Reflect on what you love (and loathe) about your work, and bring those insights to your next chat. And if you need a cheerleader, find a mentor or ask for a career coach—stat!
2. The Feedback Ninja (a.k.a. Invisible Feedback)
What they do:
Feedback? What feedback? Unless you have psychic powers, you’re left guessing how you’re doing.
If you’re the boss:
Don’t hoard feedback like it’s the last slice of cake. At amp’d we love the BEEF method (Behaviour, Example, Effect, Future - aka what you want going forward) Keep it fresh—nobody likes six-month-old feedback and be specific, be kind, and don’t wait for performance reviews.
If you’re the employee:
Don’t be shy—ask for feedback, but make it easy for your boss. “Can we chat next week about my strengths and where I can improve?” Even better, send an agenda so they can prepare in advance. If your boss is still MIA, swap feedback with your peers (they’re probably just as hungry for it).
3. The “Gap Fixation” Boss
What they do:
Only points out what’s missing. You could win an Olympic gold and they’d ask why you didn’t break the world record.
If you’re the boss:
Newsflash: focusing only on flaws is a fast track to demotivation. Mix in some strengths-based feedback and watch your team light up. Science says it works!
If you’re the employee:
List your strengths (ask colleagues and friends or use an online quiz, like High5 Test if you’re stuck). Then brainstorm how you can use them more at work. Share your ideas—your boss might just say yes.
4. The “Figure It Out Yourself” Boss
What they do:
Here’s the task. Good luck! (And don’t ask questions.)
This is really common. A recent Deloitte study of Gen Z and Millennials (projected soon to be 74% of the global workforce) found that these generations reckon providing guidance is one of managers key responsibilities but only a third felt they were actually getting it.
If you’re the boss:
Assumptions are dangerous. Instead, ask: “Have you done this before?” “How do you plan to tackle it?” “Need any help?” And don’t just disappear—schedule short bursts of regular ‘team time’ into your calendar and let your team know it’s their time to nut out any problems.
If you’re the employee:
It’s okay not to know everything! If you’re stuck, ask for help before things go sideways. Teamwork makes the dream work, after all.
5. The Micro-Manager Extraordinaire
What they do:
Wants to know every move you make, every breath you take… (cue The Police).
If you’re the boss:
Let go, just a little. Give your team space to shine (and maybe stumble). Ask for their ideas before jumping in with yours. If you’re changing your style, tell your team so they don’t think you’ve been abducted by aliens.
If you’re the employee:
Gently suggest you’d like to try things your way first. If that doesn’t work, use the BEEF framework to give feedback. And if all else fails, get backup from HR.
The Bottom Line
No one wants to work for a “bad boss”—and no one wants to be one, either. With a little honesty, a dash of courage, and a sprinkle of feedback, you can turn even the trickiest boss-employee relationship into a win-win. Because when everyone grows, everyone wins (and maybe, just maybe, your boss will realise your career matters, too).
Ready to take charge of your career? Go on—your future self will thank you!
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