5 Clear Signs You Have—or Are—a Toxic Hotel Manager: How to Spot and Address Them Early

Throughout my career in hospitality, I have had the opportunity to work with leaders who have elevated the potential of their teams and organisations. However, I have also seen how certain behaviours by toxic managers have negatively affected a hotel’s work environment and results. A toxic manager is not merely a poor leader; they are an obstacle to innovation, excellence and the wellbeing of everyone involved.

In hospitality, where service quality depends heavily on the human factor, effective leadership is essential. Therefore, identifying toxic leadership early can be decisive for business success. If a manager affects your emotional wellbeing or the health of the team, you should pay attention to certain signs that indicate toxicity in their management style. These are the five clearest signs that can help you identify a toxic manager:

• Lack of Self-Awareness: A toxic manager rarely admits their mistakes and tends to ignore the negative impact of their emotions and decisions on the team. This behaviour creates frustration, limits employees’ personal growth and hinders the development of a culture of continuous improvement.
• Lack of Empathy: Empathy is essential in hospitality, a people-centred industry. A manager who shows no interest in their employees’ personal or professional challenges creates an atmosphere of mistrust and demotivation.
• Self-Interested Motivation: A toxic leader often seeks personal recognition and takes credit for the team’s efforts. This selfish attitude can lead to risky decisions that are detrimental to the hotel in the long term.
• Inconsistent Behaviour: The uncertainty caused by unpredictable leadership and a lack of clarity in communication creates stress and confusion among employees, directly affecting their performance.
• Abuse of Power: Using power to impose decisions in an authoritarian manner and rejecting any questions or proposals from the team is a clear sign of toxicity. This limits staff innovation and initiative.

To manage or address toxic leadership, I recommend:

• Encouraging open and honest communication within the team.
• Implementing leadership training and coaching to develop effective communication and emotional management skills.
• Adopting management methodologies such as Lean Management to reduce stress and promote clarity in internal processes.

Recognising these signs early can be the first step towards preventing toxic leadership from negatively affecting hotel operations and team satisfaction, thereby creating a healthier, more productive and successful environment.