Egotistical behavior in the workplace can be challenging to deal with.
Understanding the motivations behind egotistical behavior and learning strategies to manage it can create a more positive work environment for everyone.
This guide provides an overview of egotistical behavior at work and actionable tips for mitigating its negative impacts.
Background On Egos At Work
Egotistical behavior refers to actions motivated by self-interest, self-importance, and a lack of consideration for others. In the workplace, common egotistical behaviors include:
- Taking credit for others’ work.
- Refusing to admit mistakes or listen to feedback.
- Micromanaging employees.
- Overpromoting accomplishments and skills.
- Acting superior and entitled.
- Disregarding policies that don’t benefit them.
Egotistical behavior stems from an inflated sense of self and a need to protect fragile self-esteem. It can create a toxic work culture and lower morale.
Managers must curb egotistical conduct for the good of the team.
Understanding what drives egotistical tendencies can lead to more effective management strategies.
Summary Of Literature On Egotistical Behavior At Work
Research shows egotistical behavior has predominantly negative impacts in organizations.
Studies link egotism to lower job satisfaction, higher employee turnover, and reduced team cohesion.
Egotistical leaders tend to be less effective. They overlook others’ contributions and refuse constructive feedback, which leads to distrust and a lack of motivation within teams.
However, some argue egotism can fuel ambition and drive. In moderation, high self-confidence and competitiveness can benefit organizations.
The key is keeping egotism in check so it doesn’t cross over into unethical or damaging behavior.
Promoting collaborative values and empathy in the workplace can help prevent excessive egotism.
Types Of Egotistical Behaviors At Work
There are various forms egotistical conduct takes in the workplace:
Credit-Taking
This occurs when someone takes full credit for achievements made possible by others’ efforts. They may fail to acknowledge colleagues’ contributions or even present team accomplishments as their own.
Micro-Managing
Micromanagers constantly scrutinize employees’ work, implying they can’t be trusted. This signals a lack of confidence in others’ abilities.
Self-Promoting
This involves boasting about accomplishments, skills, connections, and status. While some self-promotion can be beneficial, excessive bragging violates workplace norms and irritates colleagues.
Entitlement
Entitled egotists believe workplace rules don’t apply to them. They insist on special treatment and exceptions based on a sense of superiority.
Intolerance Of Criticism
Egotists are hypersensitive to feedback. They lash out when flaws are pointed out and refuse to listen to constructive criticism. This prevents professional growth.
Ten Ways To Manage Egotistical Behavior At Work
Here are some tips for dealing with egotism in your workplace:
- Set clear expectations – Establish company values emphasizing collaboration, accountability, and respect. Make sure egotistical actions aren’t rewarded or taken lightly.
- Lead by example – Model humble, ethical leadership. Admit your mistakes. Share credit for accomplishments. Demonstrate the behavior you expect from others.
- Address behavior, not character – Critique egotistical conduct objectively, not the person—identity impacts without making negative assumptions about motives.
- Listen to understand – Seek to comprehend egotists’ perspectives and motivations. This can help you communicate more effectively.
- Appeal to self-interest – Show how curbing egotism can advance their career or improve team productivity, appealing to their self-interest.
- Set boundaries—Make clear which behaviors will not be tolerated. Enforce policies consistently, especially for entitled egotists expecting special treatment.
- Open communication channels – Create opportunities for open dialogue where employees feel psychologically safe surfacing concerns.
- Empower others – Validate team members’ contributions. Delegate tasks that build confidence and skills. Aim to share power.
- Use feedback sandwich – Cushion constructive criticism with positive reinforcement. This makes it easier for egotists to hear.
- Pick battles carefully – Confront major egotistical transgressions, not minor annoyances. Choose wisely when to intervene directly.
Challenges Of Managing Egotistical Behavior
Despite best efforts, curbing workplace egotism has challenges:
- Egotists often don’t respond to feedback. They reject criticism and advice.
- Peers may be reluctant to report egotistical behavior for fear of retaliation.
- Egotism is deeply ingrained in some personalities and challenging to change.
- Organizations may inadvertently reward results over ethics, enabling egotism.
- Managers must tread carefully to avoid stifling healthy confidence or overstepping boundaries.
With patience and consistency, egotistical behavior can be contained. However, in some cases, structural changes or even the removal of toxic individuals may be necessary.
Conclusion
Left unchecked, egotism breeds dysfunction and discord in the workplace. Managers must address egotistical conduct and reinforce collaborative values.
With insight into egotists’ motivations and a toolkit of management strategies, leaders can cultivate mutual respect and teamwork.
Though curbing egotism presents challenges, the effort pays dividends in improved morale, productivity, and organizational health.
With 30+ years of experience, Catherine Fitzgerald, B.A., M.A., PGDip, founded Oak Innovation in 1995. Catherine received her Bachelor’s degree and Master’s from University College Cork. She holds qualifications in Professional Development And Training from University College Galway. She is completing a second Master’s from University College Cork. Since 1995, clients include Apple, Time Warner, and Harvard University.
