signs of a sabotage boss

Hey lovely people, welcome back! It’s Hansa here, your leadership coach from Hanz Learning Solutions. Today, I want to talk about one of the most toxic situations in the workplace—what are the signs that your manager is sabotaging you?

Now, I know this is a tough topic because sabotage can come in many forms, and managers have different ways of doing it. Some managers are subtle and polished, presenting themselves as supportive or friendly while working against you behind the scenes. In this blog, I will take you through the clear signs that indicate your manager may be sabotaging you and share some steps to help you protect yourself.

1. NO Career Growth

The first sign to look for is a manager who is not actively helping you grow in your career. If you’ve had several conversations with them about training, development, or new responsibilities and all you get is vague promises or delays, this is a red flag. For instance, you might hear responses like, “We’ll discuss this next quarter” or “We’ll revisit this in six months,” but the conversation never happens.

This could mean that your manager is intentionally stalling your progress. If you suspect this is happening, take control of your own development. There are countless learning resources available online today, from Udemy, Skillshare, and LinkedIn Learning, to industry-specific conferences and webinars. You don’t have to wait for your manager to approve your growth. Be proactive about learning and make it known that you’re doing so.

Additionally, make sure to follow up on your requests. If they brush off your attempts to discuss career growth, take initiative and schedule formal meetings. Document your goals, bring them up regularly, and if your manager keeps dodging the topic, it’s a sign that they’re not invested in your future.

Another key action is to network outside your department. Speak with other managers or teams within your organization and see what opportunities might exist there. Broadening your network will give you more insights and options to grow, regardless of your manager's stance.

2. Lack of Recognition

Have you ever worked tirelessly on a project, only to see your manager take the credit or fail to acknowledge your efforts altogether? Lack of recognition is a significant sign that your manager doesn’t have your best interests at heart.

When you’re overlooked for credit, it can be disheartening, especially when you know you were instrumental to the success of the project. In these cases, document everything. Keep a record of your contributions, whether through emails, notes from meetings, or any feedback you’ve received from colleagues. When the time comes, make sure your work is visible to others, even if your manager isn’t highlighting it.

For example, during team meetings or project reviews, you can subtly bring up your work by saying something like, “I’m really proud of how we handled the project, especially the part where I worked on XYZ. It was challenging but rewarding.” This approach helps you get recognition without coming across as boastful.

Another avenue to make your contributions known is through performance reviews. These formal settings often involve higher management, and they’ll have a chance to see your documented accomplishments. Don’t be shy about listing all the critical tasks you’ve completed.

If your manager continues to downplay your achievements, start involving other stakeholders in your work. Setting up meetings to share project progress or wins with cross-functional teams can ensure that more people are aware of what you’re doing.

3. Favoritism

Favoritism is one of the most frustrating signs of a toxic manager. It’s when your manager consistently favors one employee over others, giving them better projects, opportunities, or recognition. Favoritism can be deeply demotivating and create an unbalanced team dynamic.

However, you need to make sure that what you're witnessing is indeed favoritism. One or two instances may not be enough to call it out. But if you notice a pattern—for example, the same person always gets the most exciting projects, recognition, and rewards—then favoritism is likely at play.

If you feel comfortable, approach your manager privately to discuss your concerns. Be professional, present the facts, and offer examples of where you think favoritism may be affecting your opportunities. Your manager may not realize they’re doing it, and this conversation might give them a chance to reflect and make changes.

If the favoritism persists, consider escalating the issue to HR, but this is a delicate move. Most people hesitate to involve HR because they don’t want to create friction, but if favoritism is harming your career, it might be necessary. Keep in mind that HR's role is to ensure fairness in the workplace, so they can offer solutions.

4. Micromanagement

Micromanaging is another telltale sign that your manager may be sabotaging you, especially if they don’t allow you any autonomy or trust in your role. If your manager is constantly checking in on you, monitoring every task, and giving you no room to make decisions, they may be undermining your confidence and stifling your growth.

To combat micromanagement, the key is to redirect the control back to yourself. For instance, create a clear weekly report that outlines your tasks, deadlines, and any key decisions you’re making. Present it to your manager and remind them of the timeline. This gives you more control because you’re showing that you’ve got things covered.

You can also try to establish boundaries. If your manager is constantly calling or messaging you, politely suggest that you meet on a regular schedule to go over progress. For example, you might say, “I appreciate the updates! Can we review everything in our scheduled meeting on Friday so I can give you the full picture?” This approach will help limit the constant interruptions and show your manager that you can manage your time and tasks effectively.

5. Manager Dismisses Your Ideas

One of the clearest signs of a manager trying to sabotage you is when they consistently dismiss or undermine your ideas. You may suggest improvements or solutions during meetings, only to have your ideas shot down or ignored—only for the same idea to be embraced when someone else suggests it later.

This can be a subtle form of sabotage that aims to lower your confidence and make you feel less competent. When this happens, don’t give up on sharing your thoughts. Instead, seek feedback from trusted colleagues to validate your ideas. Ask them if they think your suggestion had merit, and if they agree, try to bring it up again in a different setting.

You can also follow up on your suggestions in writing. After a meeting, send a summary email where you restate your proposal and ask for feedback. This creates a record of your contribution, making it harder for your manager to dismiss or steal your ideas later on.

6. Manager Hinders Your team relations

A more covert form of sabotage is when your manager tries to isolate you from other colleagues or departments. They might speak negatively about you behind your back, give others a false impression of your abilities, or deliberately withhold information that could help you in your work.

If you suspect this is happening, take steps to build your own relationships outside of your manager’s influence. Networking within your company is crucial in this situation. Reach out to colleagues, attend cross-departmental meetings, and stay visible. By maintaining strong relationships, you make it harder for your manager to damage your reputation.

7. Taking All the Credit

Another classic sign of a sabotaging manager is when they take full credit for team successes but share none of the blame for failures. They’ll quickly stand in the spotlight when things go well, often not acknowledging the team’s contributions, but when something goes wrong, they’ll be the first to point fingers.

If this happens to you, document your role in both successes and failures. Keep a detailed record of your contributions and be ready to present your side of the story when necessary. If your manager throws you under the bus, having a well-documented case can help protect you from unfair criticism.

Recognize the Signs and Take Action

Navigating a toxic manager who’s sabotaging you can be one of the most challenging aspects of your career, but recognizing the signs early is the first step to protecting yourself. Whether it’s a lack of career support, constant micromanagement, or blatant favoritism, these are red flags you need to address.

Don’t wait for things to get worse—take control of your career development, document your accomplishments, and build strong relationships with your colleagues. If necessary, bring in HR to ensure you have a fair and supportive work environment.

If you’ve experienced any of these issues with a manager, share your story in the comments below. Let’s start a conversation on how we can tackle toxic management together!

Stay strong and keep pushing forward. You’ve got this!