Few leaders hold a favorable view of employee entitlement. In fact, most voice strong objections publicly. Yet behind the scenes, many managers unwittingly tolerate it—or even let entitled employees hold them hostage.
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Entitlement is the belief that someone deserves special treatment, earned or not. It stems from parenting, wealth, pop culture, strong performance, and more. Though often linked to millennials, entitlement spans generations and demographics.
Workplace entitlement thrives for many reasons, often enabled—or endorsed—by leaders. Here are signs you're letting it infiltrate your team:
You're granting raises under threat.
Picture this: a key employee with deep institutional knowledge threatens to leave, knowing their exit would disrupt operations. To avert chaos, managers offer unearned raises preemptively. This rewards average performance, fueling even greater entitlement.
You let employees follow different rules.
One client had a star project manager: efficient, on-time, on-budget, client-loved. But internally? He skipped paperwork, ignored procedures, and expected others to cover for him. Because he delivered results, his boss tolerated it—and even asked colleagues to fill the gaps.
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You show obvious favoritism.
A CEO I coached personally hired and promoted a favored employee too soon. Unprepared for the role, she was shielded from accountability, becoming 'untouchable.' Favoritism—extra time off, perks, pay—based on performance, personality, or shared interests erodes your credibility. Your team notices everything.
Entitlement damages relationships and teams. Drawing from my experience coaching leaders, here are five ways it disrupts your organization:
1. It breaks down team dynamics.
Entitled employees prioritize personal gains over team goals, preventing optimal collaboration.
2. It breeds distrust and resentment.
Team members resent unearned favors, fostering distrust in peers and leaders. This toxic mix sparks conflict.
3. It creates copycats.
Others mimic bad behavior: If top performers skip rules, why shouldn't I? Entitlement spreads as a path to success.
4. It stifles communication.
Employees hesitate to speak up, fearing they'll seem whiny. Instead, they vent to colleagues, fueling gossip and widespread discontent.
5. It frustrates managers.
Entitlement complicates oversight, blocks promotions, and limits careers. Managers eventually sideline entitled staff—and that reputation follows them.
Rooting out entitlement isn't easy, but it's essential for healthy teams. Implement zero-tolerance policies. Nip it early. Consistent enforcement builds an entitlement-free workplace.
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