In today’s fast-paced and ever-changing business landscape, the way managers lead their teams can significantly impact employee wellbeing and overall organizational performance. Unfortunately, the presence of narcissistic managers within companies poses a threat to both.
Narcissistic managers exhibit traits such as excessive self-importance, the need for constant admiration, disregard for others’ feelings, and a lack of empathy. These characteristics undermine employee wellbeing and hinder workforce productivity. When employees are subjected to such toxic leadership, their morale, job satisfaction, and mental health suffer, leading to increased turnover rates and decreased overall company performance.
In today’s disruptive world, where change has become the norm and agility is a prerequisite for success, leading with Emotional Intelligence (EQ) has become more critical than ever before. EQ encompasses skills such as self-awareness, empathy, effective communication, and the ability to connect with and understand others’ emotions. As organisations face rapid digital transformations and global challenges, leaders who prioritize EQ create a positive work environment, foster meaningful relationships, and cultivate employee engagement, thereby enhancing overall company performance.
Dealing with Narcissistic Employees and Managers:
Build self-awareness: Encourage employees and managers alike to develop self-awareness by reflecting on their actions and their impact on others. This helps in recognising and addressing narcissistic tendencies.
Provide training and development programmes: Offer workshops and training sessions on EQ, conflict management, and effective communication to empower employees with the necessary skills to deal with narcissistic behaviour.
Encourage open dialogue: Create a safe space for employees to express their concerns, provide feedback, and voice their experiences. Transparent communication channels help address grievances and promote a healthy work environment.
Foster a supportive culture: Develop a culture that values collaboration, empathy, and respect. This encourages employees to support one another, minimizing the negative effects of narcissistic behaviour.
The Code of Good Practice on Harassment in South Africa requires employers to proactively address workplace harassment, including instances related to narcissistic behaviour. Employers must cultivate a culture of zero-tolerance for harassment, provide training on recognizing and addressing such behaviour, and establish formal procedures for reporting and investigating complaints. By adhering to the Code, companies can protect employee wellbeing, ensure a harmonious work environment, and mitigate potential legal and reputational risks.
Comments