Where them good managers at?

I was lurking on some Reddit subs recently (being let go does have its perks!) and noticed that almost no one was talking about great managers. Instead, I found tons of posts about how toxic people management had become in their organizations. Don’t get me wrong—I’ve been there too. But it made me wonder: Why don’t we have more positive manager experiences? Corporate hierarchies have remained similar for decades. We have extensive research on behavioural psychology, leadership styles, and worker burnout. So, why do we forget the basics as soon as we inherit a team?

Let me start with a disclaimer: I know not everyone has experienced a bad manager, and not all people managers are bad. However, the general consensus among many employees—whether through personal anecdotes, online forums, books, or even memes—seems to be that people management is often a thankless role, and many firms struggle with employee dissatisfaction in this area. This got me thinking: What are the common, recurring complaints about people managers? Is it true that managers have stopped seeing the benefits of course correction?

Here are some common themes I found, though there are certainly more examples:

1. Lack of understanding: Managers not knowing what their teams actually do, leading to a lack of empathy for their efforts.

2. Passing on insecurities: Adding pressure and urgency where none is needed, driven by their own insecurities.

3. Inability to push back: Managers who can’t say “no” to higher-ups and then expect teams to deliver on unrealistic goals.

4. Blocking growth: Failing to advocate for their teams due to unconscious/conscious biases or lack of advocacy skills.

5. Poor communication: An inability to engage in healthy debate or consider conflicting viewpoints, leaving employees feeling unheard.

So now what? Whether you’re an employee or a people manager, you’re probably familiar with these issues and the ways to fix them. But I want to ask a different question: Are bad managers the result of inefficient corporate structures, and do large firms have the appetite to truly change for the sake of their employees?

If the answer is yes, what within corporate structures contributes to this? I’m sure no company sets out to become toxic, yet many good employees suffer and eventually leave. Have we lost focus on retention efforts? Do organizations find it easier to replace employees rather than retain them? (Not every company can have a Bob Iger who’s irreplaceable!)

If the answer is no, and these are truly personal failings, should we be worried that toxicity has become the norm? How did we get here?

Love to hear your thoughts!!!