I recently conducted a training session on Effective Business Communication with a group of employees from Tetfund, a Nigerian government agency.

As I was wrapping up, one of the attendees asked me a question that really stuck with me: "What happens when employees are shot down by their bosses for speaking up or trying to improve?"

I've seen first-hand the devastating impact of poor leadership on employee morale over the past 25 years. And sadly, some leaders still think that as long as employees do their jobs, morale doesn't matter.

But the stats say otherwise. Did you know that 3 out of 4 employees leave their jobs because of their boss?

So, what's going on? Well, for starters, micromanaging is a big problem. When leaders breathe down employees' necks, they suffocate their creativity and autonomy. It's like saying, "Hey, I trust you to do your job, but I'm going to make sure you do it my way."

Inevitably, the team felt like they were being treated like children, and morale plummeted.

I have also seen leaders as being gross, ignore employees' personal lives, play favourites, or restrict advancement/promotion - i.e where only people from within an occult inner circle are promoted.

I've seen managers who don't stand up for their employees or underfund and under support them.

And I have even seen leaders with "warm-body syndrome," thinking anyone can do the job and it's easy to swap people out whenever needed.

Unfortunately, this approach stifles growth and performance, and robs the organisation of real talent.

But the worst thing of all?

When toxic employees/managers to stay on the team can demoralise everyone else. When those employees aren't held accountable, it's crushing for the team.

Employees see unacceptable behaviour with no consequences and start wondering, "If someone can get away with this, why should I even bother?"

So, what can you do about it?

You can start by removing those toxic employees/managers who are poisoning your team.

If you can’t do that because those persons’ technical knowhow and contribution are too important for your operations, then invest in training and development programmes for them.

Teach them effective communication skills, active listening techniques, and overall polished behaviour.