Have you heard of the term snowplow manager? I came across it recently in an article and couldn’t help but laugh at how spot-on it sounded. But the more I thought about it – and remembered some real-world examples of toxic productivity I’ve seen with clients – the more I realized how important this concept is for leaders and managers today.
A snowplow manager is someone who takes on all the work themselves. They load up their plate, power through tasks, and push everyone else out of the way in the process. At first glance, they might look like the ultimate team player – productive, proactive, committed. But in reality, this kind of behavior can quietly crush a team’s morale and break the systems that keep a business running smoothly.
Let’s talk about what this looks like, how it shows up in your organization, and – most importantly – how to course correct if you see it happening.
Toxic Productivity: The Hidden Cost of “Doing It All”
Years ago, I worked with a client who had a manager that embodied the snowplow mindset – before the term even existed. She was a high performer, no doubt about it. She took on everything, including tasks well outside her role. If someone on her team didn’t prep something correctly, she’d fix it herself. If a new initiative came up, she handled it – alone.
And when she eventually left? No one knew how to do anything.
Processes had broken down. Team members had never been trained because they weren’t allowed to step in. The result? The company had to spend significant time, energy, and money rebuilding what had quietly fallen apart under the surface.
This is what happens when a manager plows through work – and plows over people– in an effort to control outcomes, take credit, or simply stay afloat.
When Toxic Productivity Masquerades as Leadership
In today’s fast-changing world, it’s easy to fall into the trap of toxic productivity – especially in leadership roles. Layoffs, shrinking teams, and shifting priorities mean more pressure to perform. It’s tempting to raise your hand for every project, to power through on your own, to think, If I just work harder, I’ll stay safe, I’ll be recognized, I’ll keep things moving.
But this mindset is dangerous. Not just for you, but for your team.
Because when you’re doing it all, you become a bottleneck, projects get delayed, morale takes a nosedive, culture erodes, and eventually… burnout sets in.
I’ve been there. I once prided myself on being that person – the one who raised her hand for every task, believing it would help me get ahead. But what I’ve learned since is that resilience isn’t about doing more. It’s about knowing when to step back and lead differently.
3 Ways to Course Correct as a Leader
If you’re starting to notice this pattern in yourself – or in your team – it’s not too late to shift. Here are three ways to course correct:
1. Set Agreements with Your Team
Are you (or someone on your team) constantly overloaded but hesitant to delegate? Are projects getting stuck with one person? Is team morale starting to dip, even though the output looks fine on the surface?
Start paying attention to the signs of toxic productivity before they snowball. Then, set agreements with your team to make sure everyone is working toward the same goal.
2. Talk to Your Team
As a leader, it’s your job to empower your team – not do everything for them. If someone is hoarding tasks or jumping in too often, it’s time to recalibrate. Talk to them about what their workload looks like, where they feel like they excel, and where they get stuck. When you communicate with your team, you can be transparent with each other and make changes when needed.
3. Understand What Each Person’s Superpower Is
Your main job as a leader is to understand what each person’s individual greatness is. Find out what their strengths are (even if they don’t know themselves) and align it with what the business needs.
You Don’t Have to Be the Hero
It’s time to rethink what “good leadership” looks like. It’s not about being the hero who saves the day. It’s about building a culture where people feel trusted, capable, and connected to the bigger mission.
So the next time you feel tempted to take on one more thing, pause and ask: Is this helping my team grow – or just helping me stay in control?
Let’s lead in a way that leaves room for others to rise – and gives us the space to thrive, too.
Resources Mentioned
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