In my work as a coach, I regularly hear professionals share stories about their managers. Some are inspiring and energizing, while others fall into the opposite camp. And among the most damaging are not the outright bullies, but the unpredictable ones.
We tend to think consistent bad behavior is the worst, and obviously nobody likes a bully, but recent research challenges that view. A 2024 study from the Stevens Institute of Technology found that inconsistent leadership, when a manager switches between ethical and abusive behavior, actually has a worse effect on employee performance than consistently poor leadership (source).
This kind of “Dr. Jekyll and Mr. Hyde” leadership, as Dr. Haoying Xu explains, leaves employees emotionally drained: “If you’re constantly guessing which boss will turn up -the good cop or the bad cop – then you wind up emotionally exhausted, demoralized, and unable to work to your full potential.”
From what my clients share, this isn’t just about mood swings. It often includes abrupt shifts in priorities, unclear or shifting expectations, and erratic decision-making, leaving people feeling frustrated, insecure, and in some cases, gaslit.
With a consistently difficult boss, you at least know where you stand.You can externalize the issue and make a decision to act or leave. But with unpredictable managers, the damage often happens on a deeper emotional level. You start to question your own judgment, and that’s where the real harm lies.
🧠 Why Do We Dislike Unpredictable Managers?
1. Emotional Exhaustion from Inconsistency
The Stevens study found that behavioral swings from ethical to abusive leadership cause more emotional fatigue than consistent bad leadership. Constant vigilance wears employees down.
2. Impaired Self-Regulation and Heightened Stress
A study published in Human Relations highlights how unpredictability impairs our ability to self-regulate, diminishing a sense of control and increasing anxiety.
3. Neuroscience: Our Brains Hate Uncertainty
Neuroscientist Karin Roelofs has shown that unpredictable threats activate the brain’s fear centers, particularly the amygdala, triggering anxiety and reducing emotional regulation. The workplace is no exception.
⚠️ Why Are They So Harmful?
1. They Undermine Trust and Safety
Inconsistent behavior erodes psychological safety. When you can’t predict a leader’s response, you hold back, disconnect, and lose trust.
2. They Disrupt Team Dynamics
Research shows that emotional unpredictability at the top increases power struggles and reduces overall team performance.
3. They Model Dysfunction
Unpredictable leaders normalize erratic behavior. Subordinates may begin to mimic it, leading to a toxic and unstable culture.
🧰 What Can You Do About It?
1. Focus on What You Can Control
Instead of guessing their next move, stay anchored in your own responsibilities: your output, your deadlines, your conduct.
2. Create Clarity Where You Can
Summarize verbal agreements in writing. Ask clear follow-up questions. Confirm priorities. It minimizes confusion and protects you.
3. Set Boundaries
Decline non-urgent requests outside of hours. Block focus time. Avoid letting their chaos spill into your personal time.
4. Build a Broader Support System
Stay grounded by connecting with mentors, peers, or a coach. They help you see what’s yours to carry and what’s not.
5. Document Patterns
If behavior turns erratic or harmful, keep a log. Save communications. Know your rights and HR policies.
Working under unpredictable leadership is more than a professional challenge -it’s a psychological one. But by naming the issue and reclaiming your own agency, you can protect your energy, performance, and well-being.
If you’re dealing with a Jekyll-and-Hyde boss, you’re not alone, and you’re not powerless.
