The Leadership Paradox: 7 Ways Suppressing Growth Leads to Toxic Workplaces

The Leadership Paradox: 7 Ways Suppressing Growth Leads to Toxic Workplaces

By Mark Wager

“Those who make peaceful revolution impossible will make violent revolution inevitable.” John F. Kennedy

Leadership is often misunderstood as control—the ability to direct, manage, and dictate outcomes. But the paradox of leadership is that the more you try to suppress growth, the more instability you create. Leaders who fail to provide opportunities for development, refuse to listen to concerns, or resist change don’t create a stable organisation; they create a toxic one..

When people feel trapped, undervalued, or unheard, resentment festers, and resistance emerges. It may not happen overnight, but the effects are inevitable. What starts as minor frustrations soon escalates into disengagement, infighting, and even mass turnover. Below are seven ways suppressing growth leads to toxic workplaces and why leaders must embrace development to foster a thriving culture.

1. Employees Become Resentful

No one wants to feel stuck. When employees realise there’s no room to develop, no opportunities to take on new challenges, and no real investment in their skills, they begin to resent their leaders. This resentment doesn’t necessarily manifest in outright rebellion, but it appears in more subtle ways—withdrawal, declining performance, passive resistance to leadership, or even sabotage.

A disengaged employee doesn’t give their best effort, and a resentful employee actively undermines the organisation. Leaders who deny their teams the chance to grow are, in reality, creating a slow-burning crisis of morale and motivation.

2. Productivity Declines

Growth is not just about promotions; it’s about engagement. Employees who are continuously learning and developing stay engaged in their work, bringing fresh energy and ideas. When growth is suppressed, employees stagnate. Their motivation fades, their enthusiasm disappears, and their willingness to go the extra mile evaporates.

This leads to a significant drop in productivity. Instead of working proactively, employees do the bare minimum. Instead of striving for excellence, they focus on just getting through the day. The workplace becomes a space of routine, not innovation, and the organisation suffers as a result.

3. Turnover Increases

People don’t leave companies; they leave leaders. And they especially leave leaders who fail to recognise or develop their potential. Suppressing growth sends a clear message to employees: “you don’t matter.” When employees see no future for themselves in an organisation, they begin looking elsewhere.

High turnover is more than just a financial burden—it erodes team cohesion, disrupts workflows, and damages the company’s reputation. Organisations that continuously lose talented employees to competitors aren’t failing because of the job market; they’re failing because of poor leadership.

4. A Culture of Fear and Silence Emerges

When leaders make it clear that they don’t value growth, they also discourage feedback. Employees quickly learn that speaking up leads nowhere, and over time, they stop trying. This creates a culture of silence where problems go unaddressed, ideas remain unspoken, and innovation grinds to a halt.

But silence isn’t a sign of agreement—it’s a sign of fear. Employees who don’t feel safe expressing concerns will still find ways to communicate their dissatisfaction—just not in ways that benefit the organisation. Instead of voicing their frustrations in meetings, they discuss them in private. Instead of contributing solutions, they withdraw. And when silence becomes the norm, dysfunction follows.

5. Toxic Behaviours Flourish

A stagnant workplace breeds toxicity. When employees feel trapped, their frustration turns into negativity, which manifests in gossip, infighting, and passive-aggressive behaviour. Team members begin to resent one another, forming cliques and engaging in office politics.

Instead of a culture of collaboration, the workplace becomes one of competition and blame. Without strong leadership promoting growth and development, toxicity spreads unchecked, damaging morale and further eroding trust in leadership.

6. Leadership Loses Credibility

Great leaders earn trust by demonstrating that they care about their team’s success. When a leader actively invests in the growth of their employees, they build loyalty. When they don’t, they lose credibility. Employees begin to see leadership as self-serving, focused only on results rather than people.

This loss of trust creates a disconnect between leadership and the workforce. Employees no longer believe in the organisation’s mission because they don’t feel like a valued part of it. And once leadership loses credibility, regaining it is a long and difficult process.

7. Change Becomes a Crisis Instead of an Opportunity

Every organisation will face moments of change—whether due to economic shifts, industry disruptions, or internal restructuring. In a growth-oriented culture, employees adapt to change because they see it as part of their development. But in a workplace where growth has been stifled, change is met with fear and resistance.

Instead of embracing new challenges, employees push back. Instead of adapting, they cling to old ways. The resistance that builds from years of feeling undervalued erupts when change is forced upon them. And suddenly, what could have been an opportunity for reinvention becomes a crisis of retention, morale, and leadership failure.

Breaking the Cycle: What Leaders Must Do

The good news is that toxic workplaces are not inevitable. Leaders who prioritise growth, development, and employee well-being create teams that are engaged, loyal, and high-performing. Here’s how:

Invest in people. Offer training, mentorship, and opportunities for employees to expand their skills.

Create an environment of trust. Encourage open dialogue, listen to concerns, and act on feedback.

Recognise contributions. Show employees that their work matters through meaningful appreciation and rewards.

Lead with transparency. Keep employees informed and involve them in decision-making.

Model the behaviour you want to see. If you want employees to grow, show them that you are committed to growth as well.

The paradox of leadership is that by loosening control and encouraging development, leaders actually gain more stability, not less. Suppressing growth creates instability, resistance, and toxicity. But fostering growth builds loyalty, engagement, and long-term success.

Leaders have a choice: resist growth and watch their workplace crumble, or embrace it and create an environment where people—and the organisation—can thrive. The best leaders always choose the latter.