Latest news with #toxicboss
Independent Singapore
28-05-2025
- Business
- Independent Singapore
‘My ex-boss is spreading lies about me' — Woman says her former boss is falsely claiming she ‘mismanaged' the company, so he fired her, despite a peaceful resignation
SINGAPORE: A woman shared on social media that her former boss has been spreading false claims about her after she resigned from a company she believed she had left on good terms. In a detailed post on the r/askSingapore subreddit, the woman explained that she left her job at the end of 2024 after serving the standard one-month notice period. At the time of her departure, there were no signs of conflict or tension, and she assumed everything had ended amicably. However, weeks after her departure, troubling rumours began to reach her through former colleagues and people in her professional network. To her surprise, she discovered that one of her ex-bosses had allegedly been telling others that she had 'mismanaged' the company, that he could 'sue her' for alleged misconduct, and that she had been 'fired.' Shocked by the allegations, she clarified in her post that none of those claims were true. 'I resigned and served my notice. I got to know him because a friend I made while working there was shocked when I told him that I had to serve one month's notice. My boss had told my friend that I was fired, which, by right, didn't require any notice period.' She went on to describe her former boss as notorious for being toxic, alleging that he lacked management skills, had a 'horrible' temper, and was known for 'badmouthing' people he didn't like. While she admitted the false narratives 'annoyed' her, especially when former colleagues brought them up during casual conversations, she said she had since 'moved on' with her life and didn't feel the need to confront the issue directly. Still, the experience left her unsettled, prompting her to ask the online community for advice. 'I just wanted to know your opinion. What would you do?' she wrote. 'Best to just ignore it totally and move on…' Many Redditors weighed in with their thoughts, noting that situations like this are quite common, especially in small and medium-sized enterprises (SMEs). Some pointed out that former employees are often blamed for problems once they're no longer around to defend themselves. Others, meanwhile, encouraged her to take the high road and focus on moving forward. One Redditor said, 'Best to just ignore it totally and move on. This is not uncommon, and please do not take it personally. No fault of yours. By ignoring, you're being the bigger person. Unless it's defamatory, you can always seek legal advice if there is evidence.' Another commented, 'Don't have to do anything. Your worth will be proven by your own merits out there, especially in a smaller industry.' A third wrote, 'You can't defend yourself when you're not there, and it's very convenient to make a person who left the company the sink of all problems. The most you can do is to clarify with those you want to remain connected to, whose opinions you care about. Of course, with receipts to back it up.' Dealing with defamation For others who may find themselves in similar situations, it is worth knowing that legal action is an option. According to The Singapore Lawyer website, individuals who intentionally spread defamatory content can be taken to civil court. If proven, they may face penalties ranging from a fine to a prison term of up to 24 months. Read also: 'Should I ask for an increment after probation?' — Fresh hire wonders if he should ask for a salary raise after his boss increased his workload
Daily Mail
19-05-2025
- Business
- Daily Mail
Jesse was running 15 minutes late to work. What his boss said next made him fear for his job
An employee has called out his toxic boss for making him fear for his job after assigning an 'unreasonable' workload with an unrealistic deadline on short notice - all because he was 15 minutes late to work. Jesse had sent a message to his team at work, letting them know he was running late due to heavy traffic on the way to the office. But moments later, his manager Terry texted him directly asking where he was. 'Jesse, you're 15 minutes late. This is the second time this week. What's your excuse now?' Terry said in his first text message at 8.15am. 'Sorry Terry, the traffic was horrendous this morning. I messaged the team group chat about being delayed,' Jesse replied. Furious, the boss responded: 'Message me for ffs. Don't message the team. I am the boss. 'This is unacceptable. You need to plan better. Being late shows a lack of planning.' Jesse then reassured Terry he won't be late again. 'I understand, Terry. It won't become a habit. I'll make sure I leave earlier from now on,' he said. Not sounding convincing, the manager replied: 'We'll see. I expect you to make up for the lost time today. And don't think this won't be noted in your performance review.' At 12.30pm, Terry messaged the employee again - this time with a major task he expected to be completed by the following morning. 'Jesse, because you were late, I'm assigning you to complete the Johnson report due tomorrow. It's a big responsibility, don't mess it up,' he warned. However, Jesse expressed concern that he wouldn't be able to finish the report in time as it's 'quite short notice.' 'That report will take several days to complete, Terry,' Jesse explained. Refusing to be lenient, Terry responded: 'If you can't handle the job, maybe you should reconsider your position here. We need people who can step up. Jesse replied: 'I'll do my best to complete the report by tomorrow.' However, the conversation quickly escalated when Terry issued a threat to Jesse. 'Don't forget that the report needs to be in my inbox by 9am sharp. And make sure it's up to our standards, or don't bother coming in,' the manager said. Jesse said he understood the deadline and would focus on the report for the the rest of his day, planning to start work early the next morning to get it done. 'Also, cancel any plans you have tonight. This comes first. Remember, your job might depend on this,' Terry continued. The employee noted that he had only been late three times in the past three months. 'Clearly three times too many,' the boss fired back. Finally, Jesse confronted his manager for his unreasonable demands. 'Terry, your comments today have been very harsh and I believe, unfair. I've documented all our conversations. This isn't just about the work anymore. Your approach is demoralising. I'm forwarding these messages to HR,' Jesse said. Terry replied: 'You think that's wise? Think about your career here, Jesse.' Jesse hit back, saying: It's important to maintain a respectful work environment. I'll take my chances.' Moments later, the employee emailed the HR team with screenshots of the conversation, with the subject line: 'Formal complaint regarding supervisor's conduct.' 'I experienced a series of interactions with my supervisor, Terry, that I believe were unprofessional and demeaning,' Jesse said in an email. 'Despite notifying my team of a delay due to heavy traffic, Terry reprimanded me excessively, assigned an unreasonable workload under very short notice, and made several comments that were not only stress-inducing but also threatening towards my position. 'This type of behaviour is not conductive to a productive or respectful workplace, and I am concerned about continuing in such an environment. 'I trust that HR will address this matter promptly and ensure a workplace where respect and professionalism prevail. Thank you for your attention to this matter.' It's unclear what happened between the employee and manager - but their email exchange was re-shared by British career expert Chris Donnelly on social media. 'One of the most unreasonable bosses I've seen in a while,' Chris said. 'If you have to say, "I am the boss", you are not a leader. The employee is being manipulate just for being late twice, which is unacceptable. 'The boss an awful character.'
Entrepreneur
12-05-2025
- Business
- Entrepreneur
Yes, I Was a Toxic Boss. Here's How I Turned It Around
Lots has been written about working for and dealing with a toxic boss. But have you ever considered whether that boss might be you? Opinions expressed by Entrepreneur contributors are their own. This is hard (and maybe a little weird) to admit, but I never thought that I'd mistreat others the way I was mistreated earlier in my career. And yet I did. I fell into a trap of my own making, perpetrating misconduct that I'd seen others exhibit before, and I don't think I was even cognizant of it at the time. The trap is called "toxic boss syndrome," and once I became aware that I was suffering from it, I had to go into symptom treatment mode immediately. What kind of symptoms was I displaying? Well, to name a few, I made promises that I didn't keep. I'd dangle carrots to get people to stay. I'd call my employees after hours just to vent to them. No, no and no. OMG, what was I thinking? In hindsight, I suppose I thought these measures would grow my business and bond me to my staff. In actuality, I was overstepping, overreaching and overcompensating for what were actually my own deficiencies. Instead of breeding loyalty, some really good people left my company, and let me tell you, nothing makes the heart listen more than a bad breakup. Losing those people proved to be my entry ticket into rehab, and now I consider myself a recovery agent advocating for the golden rule above all else. Here's how I got there. Confession #1: I offered no training and no feedback, but I expected excellence When my nascent PR firm was burgeoning, I thought all my efforts should be dedicated to growing my client list and showing a profit. In the process, I was quick with criticism, I skipped essential foundational steps, and I never asked for feedback. I thought leading meant directing people, and yet I was expecting everyone to hit their marks without ever giving them clear instructions and finite, manageable deliverables. Solution: When my imagined script wasn't being followed, I eventually had to stop in my tracks and actually start listening. I had to ask for input as to why benchmarks weren't being achieved and people weren't kicking ass in their roles. What I heard? Ouch. It prompted me to take a long, hard look in the mirror and realize that I was providing no training, no guidance, and I was not equipping my staff with the tools they needed to succeed. Now I do. I both request constructive criticism and readily provide feedback, intentionally crafted to develop my team's talents. I have a solid onboarding process in place and conduct regular check-ins with my staff. I'm still learning in this area — I still jump into the deep end sometimes and try to figure things out as a person, not just a boss. But I'm no longer a one-woman show barking out orders. Related: What Makes You a Unicorn in Your Industry? Start by Mastering These 4 Pillars Confession #2: To be respected as the boss, I acted like a robot As I was assembling my team, it seemed like everyone wanted me to be professional. So, even though it went against my inherent nature, I was formal, I tried to be objective, and I considered it a weakness to let anyone see that I really had no clue how to run a business. I didn't doubt my PR skills at all, but I didn't spend sufficient time learning how to operate my agency as a fully functioning, well-oiled entity. Solution: The robotic facade just wasn't working for me. And it certainly wasn't working for my staff. I wasn't approachable, and I sensed distance and standoffishness in our midst. When I discovered that everyone just wanted me to be real, it freed me to shed my (fake) layers of invincibility, allowing me to reveal that I actually had more questions than answers about team dynamics. As I sloughed my unnatural skin and let people see that I didn't, in fact, have it all together, I became far more relatable, able to show vulnerability and be my real self. In turn, my employees felt less restricted and more open to being their genuine selves. Things started shifting pretty quickly after that, and now I like to think propriety has been replaced with warmth, and I'm respected for my authenticity, not out of obligation. Related: Are You This Kind of Toxic Boss? Here's How You Can Find Out Confession #3: I felt the success of my business rested entirely with me I'm the one making the hires, I'm the one signing the paychecks, and I'm the one my clients bring any complaints to, so the fate of my whole operation falls completely on me, right? Wrong. As a business owner, you learn pretty fast that you can't do it alone. You can't be in two places at one time, you can't serve multiple masters in a single day, and you can't make everyone happy all the time. "I will do it." "I will make it happen." "I can fix this." Nope. But "we" can. Solution: Perhaps the biggest game-changer in my firm has been the transition from the "This is my business" mindset to the "This is our business" mindset. I had to learn firsthand that every single person who reports to me makes a singular impact and has something meaningful to add to the conversation. Not only was it exhausting trying to carry the whole load on my own, but my business wasn't benefiting from all the wonderfully diverse perspectives and skill sets I had available. I'll always be proud of starting my business as a single mom who had only a dream and a lot of naive gumption. But what has made that dream a reality is seeing my staff as partners, as equals, as co-creatives. We are so unbelievably stronger together than we are apart, and we're achieving so much more as a tight-knit band than I ever could have done as Atlas trying to bear the weight on my shoulders alone. Related: Avoid Costly Hiring Mistakes by Spotting These Employee Warning Signs Confession #4: I invested in my business instead of my people When things started taking off, I thought I needed systems and sites and external connections to fly. So I'd allocate resources to CRMs and productivity software, to office space rentals, press wire subscriptions and third-party professional contracts to take care of the financial and legal aspects of my company. This isn't necessarily a misstep — my business requires a lot of this; it just can't be your only step in terms of where you funnel part of your profits. By concentrating on the cogs in the wheel, I somehow lost sight of what actually makes the engine of my company run: the people powering it. They weren't being taken care of like my ledger books and meeting agendas were, and because of that, I wasn't tapping into their fullest potential. Solution: Now I take care of my crew first and foremost — yes, even above my clientele — and the result has been turning us from a work team into a loyal tribe. I'd do anything for them and they know it, whether that means bonus plans, pay raises, in-person retreats, flex time or running interference for them when they hit obstacles. Most recently, I've commissioned an HR consultant to assess and boost workplace satisfaction, and we're all really excited about the company's charitable initiative we're ramping up, an idea that came directly from my staff. By consciously deciding to look to my staff as my greatest source of ROI, I'm excited and empowered to keep investing more in them and then letting the fruits of our joint labors flower as they will. When they know they're my top priority, we all achieve top results together. Even more, we're all growing up professionally together, and it's a truly great feeling. When I was starting out in the PR space, I recall a few work environments where it felt like everyone was walking on eggshells around my superiors. I remember thinking, "Why does it have to be this way? Why can't everyone just do their job well while being well supported?" Even then, before "toxic" became a buzzword, I knew the balance of power was off and that things didn't feel right. And yet I made my own people feel like that for a time — something I'll always regret. I'm the boss now. You're the boss. We have control over the environment we create and the culture we cultivate. Don't make the same mistakes I did. Do a toxic temperature check and, if necessary, get yourself into recovery. The health of your workplace will skyrocket, and your team will function more effectively and abundantly than ever before.
