In every workplace, a harmonious and collaborative environment is essential for the success of the team. However, there are instances where certain individuals may display behaviour that can disrupt this harmony.
One such behaviour is arrogance.
Identifying signs of an arrogant employee is crucial to maintaining a positive work atmosphere. Let’s take a look at some common signs of arrogance in the workplace and what you can do if you identify this sort of behaviour in your workplace.
We will also look at the difference between confidence and arrogance.
Definition of arrogance
Arrogance is a quality of being overly self-confident or having an exaggerated sense of one’s own importance, abilities, or superiority. It often involves an attitude of superiority and a lack of regard for the opinions or feelings of others.
Arrogant individuals may display a dismissive or condescending demeanor, believing that they are more knowledgeable, capable, or deserving than those around them. Arrogance can hinder effective communication, collaboration, and teamwork in both personal and professional settings.
Common signs of arrogance
1. Lack of Team Collaboration
One noticeable sign of an arrogant employee is a reluctance to collaborate with others. Arrogant individuals often believe they have all the answers and may dismiss the input of their colleagues. They may be unwilling to consider alternative viewpoints, hindering the team’s ability to work together effectively.
2. Constantly Seeking Validation
Arrogant employees may have an incessant need for validation and recognition. They often seek praise for their achievements and may downplay the contributions of their colleagues. This behaviour can create resentment among team members and disrupt the overall morale of the workplace.
3. Dismissive Attitude
Arrogant individuals tend to dismiss the opinions and ideas of others. They may interrupt colleagues during meetings, belittle their contributions, or disregard their suggestions. This dismissive attitude can create a toxic work environment and hinder open communication within the team.
4. Refusal to Accept Feedback
Constructive feedback is crucial for personal and professional growth. Arrogant employees, however, may struggle to accept feedback graciously. They may become defensive, deflecting blame onto others, and refusing to acknowledge areas for improvement. This resistance to feedback can hinder their own development and negatively impact the team’s progress.
5. Taking Credit for Others’ Work
Arrogant employees may have a tendency to take credit for the work of their colleagues. They may present ideas or projects as solely their own, neglecting to acknowledge the collaborative efforts of the team. This behaviour is known as overstepping boundaries at work and not only undermines the contributions of others but also erodes trust within the workplace.
6. Displaying a Superior Attitude
Arrogant individuals often display a sense of superiority over their colleagues. They may believe they are more capable or knowledgeable than others, leading to condescending behaviour. Sometimes they even refuse to greet their co workers or ignore them completely. This superior attitude can create a hostile work environment and impede the overall success of the team. Arrogant employees generally think that the hostility from their co-workers is about jealousy. They have no self awareness and they are quick to belittle their coworkers.
7. Inability to Admit Mistakes
Everyone makes mistakes, but arrogant employees may find it challenging to admit when they are wrong. If they are forced to apologise they often give backhanded apologies rather than sincere ones. They may avoid taking responsibility for errors, blaming others and finding scapegoats, or making excuses. This lack of accountability can erode trust and hinder the team’s ability to learn from mistakes and improve.
What’s the difference between arrogance and confidence?
Arrogance and confidence are two distinct qualities, although they may sometimes be confused due to certain similarities. Here are the key differences between arrogance and confidence:
Confidence
- Belief in Abilities: Confidence involves a healthy and realistic belief in one’s own abilities, skills, and knowledge. It is based on a positive self-assessment and a sense of competence. Confident individuals however, also know their weaknesses.
- Openness to Feedback: Confident individuals are open to receiving feedback and constructive criticism. They see it as an opportunity for growth and improvement rather than as a threat to their self-esteem.
- Respect for Others: Confident people can acknowledge the strengths and achievements of others without feeling threatened. They respect and appreciate the contributions of their colleagues and teammates.
- Humble Demeanor: Confidence is often associated with humility. Confident individuals do not feel the need to boast or seek constant validation. They are secure in their abilities and can express themselves without belittling others.
- Collaborative Approach: Confident individuals are comfortable working collaboratively with others. They value teamwork and recognize that collective efforts often lead to better outcomes.
Arrogance
- Exaggerated Sense of Superiority: Arrogance involves an exaggerated and often unfounded sense of superiority. Arrogant individuals may believe they are inherently better than others, irrespective of evidence or achievements.
- Resistance to Feedback: Arrogant people tend to be resistant to feedback and may view it as an attack on their self-worth. They may struggle to accept criticism and may become defensive or dismissive.
- Disregard for Others’ Contributions: Arrogance is often accompanied by a lack of regard for the contributions and opinions of others. Arrogant individuals may dismiss or belittle the ideas and achievements of their peers.
- Constant Need for Validation: Arrogant individuals seek constant validation and praise. They may feel the need to assert their superiority through bragging or by taking credit for achievements that may not be entirely their own.
- Isolationist Behavior: Arrogant individuals may isolate themselves from the team, believing they can accomplish tasks independently. They may resist collaboration and dismiss the input of others.
- Condescending Attitude: Arrogance is characterized by a condescending attitude towards others. Arrogant individuals may talk down to their colleagues, undermining their contributions and creating a negative work environment.
In summary, confidence is a positive and realistic belief in one’s abilities, accompanied by humility, openness to feedback, and respect for others.
Arrogance, on the other hand, involves an inflated sense of superiority, resistance to feedback, and a dismissive attitude toward the contributions of others.
Recognizing and fostering confidence while addressing and mitigating arrogance is crucial for maintaining a healthy and productive work environment.
How do you deal with an arrogant employee?
Dealing with an arrogant employee requires a combination of things. One of them is effective communication & setting clear expectations and another is fostering a positive work environment & productive workplace.
Here are some strategies to address and manage an arrogant employee:
Provide Constructive Feedback
- Offer specific examples of the behaviour that is perceived as arrogant.
- Focus on the specific actions or words rather than making personal attacks.
- Use “I” statements to express the impact of their behaviour on you or the team.
Using “I” statements helps to create a more open and non-confrontational dialogue by focusing on your own emotions and perceptions, making it less likely to provoke defensiveness in the other person. It encourages a constructive conversation where both parties can better understand each other’s perspectives and work towards a solution.
For example, instead of saying, “You always ignore my suggestions, and it’s affecting the team’s performance,” you would use an “I” statement to express your feelings and observations, such as: “I feel discouraged when my suggestions aren’t acknowledged, and I’m concerned it might impact the team’s ability to collaborate effectively.”
Encourage Self-Reflection
- Encourage the employee to reflect on their behaviour and its impact on team dynamics.
- Ask them to consider how their actions align with the values and goals of the organization.
- Emphasize the importance of self-awareness for personal and professional growth.
Set Clear Expectations
- Clearly communicate expectations for teamwork, collaboration, and respectful communication.
- Define the specific behaviors that are not acceptable and provide examples of preferred behavior.
- Reinforce the importance of a positive and inclusive work culture.
Promote Team Building
- Facilitate team-building activities to foster better relationships and communication.
- Encourage open discussions where team members can share their perspectives and concerns.
Establish a Feedback Culture
- Promote a culture where constructive feedback is valued and welcomed.
- Encourage regular check-ins between team members to discuss concerns and provide feedback.
- Ensure that feedback is focused on behaviours and their impact rather than personal attributes.
Provide Professional Development Opportunities
- Offer opportunities for professional development, including workshops on interpersonal skills.
- Support the employee in acquiring new skills and competencies that contribute to their professional growth.
- Emphasize the value of continuous learning and improvement.
Consider Disciplinary Action if Necessary
- If the behaviour continues to negatively impact the workplace despite interventions, consider disciplinary action. Unfortunately sometimes some people don’t change and act according to their inherent nature, despite their constant promises – a bit like the parable of the turtle and the scorpion.
- Follow the organization’s policies and procedures for addressing behavioural issues. Ensure you are in line with Fair Work or any other government body.
- Ensure fairness and consistency when applying disciplinary measures.
- If you need to let go of staff ensure you do it with professionalism and empathy.
It’s important to approach the situation with empathy and a genuine desire to help the employee improve. By combining these strategies, you can create a path for positive change while maintaining a healthy and productive work environment.
Personal Reflection
Despite being a highly skilled worker, one of my employees displayed a significant level of arrogance that initially posed challenges within the team. This individual was resistant to feedback, firmly believing that he was flawless and didn’t require any constructive criticism. He consistently placed blame on others, refusing to acknowledge his own mistakes.
When assigned to collaborative projects, he always assumed a leadership role, driven by an unwarranted sense of superiority and knowledge. Unfortunately, this approach hindered the progress of the entire team, creating an atmosphere of intimidation.
Recognizing the need for intervention, I implemented various strategies to address his arrogance while retaining his valuable skills. Rather than opting for disciplinary measures or termination, I focused on fostering personal and professional growth.
One effective strategy involved offering him opportunities to learn new skills alongside the rest of the team. This approach allowed him to realize that there was always room for improvement and that his perceived perfection was unfounded.
Learning together with his colleagues brought about a shift in perspective. It dismantled the barriers of superiority and created an environment where everyone’s contributions were valued equally.
Additionally, incorporating team-building activities and providing constructive feedback helped to temper his arrogance. Through consistent efforts, I managed to bring him down a couple of notches, transforming the workplace into a more collaborative and positive space for him and the entire team.
This experience highlights the importance of addressing arrogance through patience, understanding, and a commitment to personal and professional development. It is part of being an affiliative leader.
Summing Up
Recognizing the signs of an arrogant employee is essential for maintaining a positive and productive work environment. By addressing these behaviours early on, teams can foster a culture of collaboration, open communication, and mutual respect. Encouraging self-awareness and providing constructive feedback can help arrogant employees understand the impact of their behaviour and work towards positive change. Ultimately, a harmonious workplace benefits everyone, contributing to the overall success and well-being of the team. A healthy team is key to the success of any business. In fact it is my number one step in running a successful business.
