You weren't always the boss. Back in the '90s, you had an entry-level position and a supervisor that was so bad, you decided she actually planned it that way. Just five years ago, wondering how it was possible for one individual to get so many things so very wrong, you assumed the marketing manager was related to the CEO.

You weren't always the boss, but now you are. Today, what is your team saying about you?

A study commissioned by a US-based recruitment agency called OfficeTeam, identified five types of bad bosses. Find a quiet place, promise to be honest with yourself, and see if you recognise any element of your managing style in the following characters:

The Micro-Manager

"Call Analisa to see if she's finished with her part of the report. Last week I noticed that she was using Times New Roman, 12.5 font but you get better clarity with size 13. Don't worry, I'll call Analisa."

The micro-manager wishes he could clone himself because no one can perform the job as well as he can. This makes delegation a harrowing experience for him as he does not easily trust in the competence of others. To avoid having to orchestrate a complete do-over of a project when it's close to deadline, he ensures that his instructions are being carefully followed every step of the way, every minute of the day.

The Poor Communicator

"Okay guys, we all know how important this is to the company. Let's make this presentation pop! Let's make it sexy! Don't ever let sleeping dogs lie, or else you'll get up with fleas!"

Only the poor communicator understands what the poor communicator is saying. Admittedly, this makes it hard to ascertain whether some form of this caricature could be you. Think instead on the responses of your team. Do they ask you a lot of the same questions, many times over? Have you ever heard them mumble "I didn't realise..." or "Oh ho, that's what you meant!"?

The Saboteur

"What in heaven's name is a 'sexy report', I asked them? But they really wanted to roll with it and I believed our teamwork would get us through a weak concept. It won't happen again Director."

When things are bad, the saboteur looks to blame other people. When things are good, a subordinate will find out that there is most definitely an 'I' in team. Can you think of incidences where you did not give due respect for a good idea to a junior member of staff, when you were yourself faced with your own boss?

The Bully

"Like things too nice around here! Believe me, heads are gonna roll!"

The bully erroneously believes that people perform best when under stress and that if one were to spare the threat, one would spoil the employee. The bully also has little time for finesse in getting her point across especially as shouting always seems to clear up muddied waters.

Mixed Nuts

"Hey guys, why don't we get together one weekend to go paintballing? Wouldn't that be fun! You're busy? I don't understand. Too busy to engage in a teambuilding exercise with your co-workers? Like things too nice around here! Believe me, heads are gonna roll!"

One day it's cashews, the next day it's almonds. Regardless, you're a nut.

Getting Better

It's quite possible you do not see yourself in any of these five listed types. That's great news and you're to be commended. That said it's also just as possible that despite the fact that you're not a micro-manager, poor communicator, saboteur, bully or nutcase, there is still friction in your work team and you are struggling to get the most out of those you've been charged with leading.

This can be due to clashing working styles. Though many adjust to the working style of their boss, you should make an effort to recognise the differences in the people who make up your team and look to leverage the positives of all. It is hard to argue that in a case of conflicting personalities, it is the boss who should bend, but if you don't get productivity out of your employees, you're not just a bad boss, but a failed one.

The recruitment agency OfficeTeam, also identified four different types of working styles. Though styles are inherently generic, their value lies largely in the acknowledgement that there are indeed varying ways to perform one task, and that each employee (including you The Boss) will have a different optimal working environment. It's your job to ensure that the office is optimal in as many ways, for as many people. Nobody said being the boss was easy.

You will recognise the Type I working style in a team member who is very precise and values in-depth analysis over gut reactions. This individual will appreciate a boss who puts things in writing, lets them consider all the details of a situation before being asked to respond and is thorough when requesting the completion of a task.

To get the most out of Type I, be on the lookout for when they're being too indecisive and holding back progress.

The Type II working style is embodied by an employee who others often turn to for encouragement or as mediator when things need to be calmed down. They do best in a convivial work environment. Overly aggressive tactics on such an individual may likely backfire.

To get the most out of Type II, encourage them to look beyond their self-appointed Mother Hen role and become more independent and goal-oriented.

A Type III employee has an opinion on everything and a groundbreaking idea on one more. Not just that, he engenders excitement and energy on even the most mundane tasks. If your company wasn't already unionised, he would have been its founder.

All working styles have their benefits but the value of a Type III is often the most clear as they can quickly boost morale which has a direct effect on team productivity.

To get the most out of these live-wires, don't tie them down too much to a daily routine, and allow them to work in teams (so that they can talk freely). However look out for instances when their energy starts to wear on others, or their hastiness causes errors in work output.

The Type IV team member is likely to be tomorrow's boss. She is determined to succeed and quite competitive. The benefits of such a personality to the company's bottom line are obvious; the problematic issues when dealing with such a personality as the current boss are real. It's most important to not feel threatened by a Type IV employee. Though you should be confident and assertive to avoid being rail-roaded, don't enter into interactions with the sole purpose of 'showing her who's boss'.

Being Great

A great boss need not be 'buddies' with her staff members or as wise as King Solomon with his department. As bosses are people, you are allowed to make mistakes, to have off days, to breathe too closely down the neck of one individual and raise your voice too loudly to another. All such foibles are forgotten or easily excused however, when you are successfully leading a team that produces results. That's the litmus test.

Are you a good boss?