7 Signs You’re Dealing With A Problematic New Manager
A new manager can breathe life into a team—or quietly drain the energy right out of it. Maybe you were hopeful at first. Maybe you gave it time. But now you’re noticing things feel… off. If morale is slipping, communication feels tense, or turnover is rising, your new manager might be part of the problem.
Here’s the thing: bad management isn’t always loud or obvious. Sometimes, the signs are subtle at first, until they start to chip away at your motivation, clarity, or even confidence. Below are seven common signs that your new manager might be doing more harm than good, and what that means for you.
Can’t Seem To Keep A Team Together
If there’s one role that keeps getting filled and refilled, don’t assume it’s just bad luck. A high turnover rate is one of the clearest signs of mismanagement. Whether people are being let go, pushed out, or walking away on their own, it often stems from poor leadership at the top.
Losing people is one thing, but understanding why they’re leaving tells the real story. Employees don’t usually walk away from great teams or inspiring leaders. If your new manager is constantly hiring for the same position, take a closer look at what’s happening behind the scenes.
Obsessed With Control, Not Collaboration
Micromanagement isn’t about high standards. It’s about low trust. If your manager is hovering over every detail, second-guessing decisions, or requiring approval for minor tasks, it signals insecurity, not leadership.
Great managers empower their team members and give them room to grow. However, problematic ones try to control every outcome, usually out of fear of failure or appearing incompetent. That behavior doesn’t just slow you down; it sends a message that your skills and judgment aren’t trusted.
Grew Up In One Company (And It Shows)
Loyalty to a company isn’t bad. But a manager who’s only ever worked in one organization may have a limited worldview. They might struggle with fresh ideas, resist change, or cling to “the way we’ve always done it” without considering better alternatives.
Experience across different teams, industries, or leadership styles broadens a person’s approach. When that’s missing, you might notice a rigid or outdated management style that makes growth hard, not just for the manager, but for everyone on the team.
Treats Feedback Like A Personal Attack
Everyone says they want feedback until they actually get it. If your manager becomes defensive, evasive, or shuts down constructive input, that’s a red flag. Feedback is how we improve. It’s also how teams build trust.
A manager who can’t handle feedback usually can’t give it well either. That means you won’t get the coaching, clarity, or encouragement you need to grow. Over time, the team stops speaking up, and the culture becomes one of silence and survival, not innovation or collaboration.
Performs For Execs, Not The Team
Some managers are more focused on managing up than leading across. If your boss is constantly performing for senior leadership, such as dropping names, seeking praise, or taking credit for team wins, chances are their priorities aren’t in the right place.
You might notice they show up differently when higher-ups are in the room, or they make decisions based on optics instead of impact. This behavior can create a divide between the manager and the team and lead to a lack of authenticity, direction, and support.
Rose To Power By Bloodline, Not Merit
When a new manager is a family member of someone in leadership, it’s fair to raise an eyebrow. While not all nepotism leads to incompetence, it can signal a lack of accountability or skewed priorities. If your manager landed the role because of who they know (or who they’re related to), and not what they’ve earned, it can erode trust fast.
You might find it hard to speak openly or see favoritism in action. Team members may feel like the rules don’t apply equally. Even if the manager is competent, the perception of privilege can impact morale. And if they’re not competent? That’s a recipe for resentment.
Promoted Without Ever Learning To Lead
Being a great individual contributor doesn’t automatically make someone a great manager. Unfortunately, many people are promoted for their performance, not their people skills. If your manager has never gone through leadership training or development, that lack of preparation will show.
You might experience vague direction, poor communication, reactive decision-making, or conflict avoidance. A leader who hasn’t been taught how to lead is left to guess their way through, and guess what? The team feels the fallout.
If you’ve read this list and felt that sinking “yep, that’s my manager” feeling, don’t panic. Recognizing these signs doesn’t mean you need to quit tomorrow. It means you need to be strategic about your next steps.
Start documenting patterns. Seek support from a mentor or trusted colleague. If it feels safe to do so, give honest feedback. And above all, protect your confidence. A bad manager doesn’t mean you’re doing anything wrong; it means someone above you isn’t equipped to lead well.
Great leadership shows up in trust, clear communication, real growth, and integrity. If you’re not seeing those things, it’s okay to say so. Advocate for yourself. Keep your career goals in sight. And know that there are better leaders and better opportunities out there waiting for you. You’re not powerless here. You’re observant, capable, and in control of your next move. Rooting for you!
