Entitlement In The Workplace
Taming Entitlement in the Workplace for a Happier, More Productive Team
Growth Mindset
Unleash potential by breaking free from the entitlement mindset to enhance teamwork and productivity.
Clear Voice
Gain skills in assertive communication and emotional intelligence, feeling more confident and respected.
Lasting Impact
Continuous practice and feedback on new skills foster deep personal growth and professional excellence.Refine your communication skills by learning to harness your emotional intelligence with one of the UK's most acclaimed management training courses.
Why Choose This Training?
More Than Just A Course Of Lectures
What gets in the way of developing and holding on to new communication skills are old habits of thinking and speaking. Even if the advice is very good the reason why it rarely sticks are the mental habits people inevitably revert to, especially under pressure.
Unlearning those old habits and internalising a more effective and lasting approach to communication needs more than a short course of lectures on how to do it.
What Makes This Training Stand Out?
What makes this training stand out is the exceptional support through one-to-one coaching sessions and continuous feedback. Changing behaviour is not an easy task as old habits are hard to break.
With a 40-year track record we can help you cultivate practical skills, and build your confidence to so you can successfully navigate real-world challenges, ensuring lasting behavioural improvements.
Testimonials
Join thousands of participants getting results
"What I love about this course is that I didn't just learn about the topic, this course is about ME. I'm confident I can reliably use my new skills, even when under pressure".
"A lesson for life! The power of effective communication is incredible when one masters the skills "listening with empathy" and "speaking assertively"
Clients We Have Worked With
Well-known companies who have used this course again and again, over many years
Course Summary
Training Objectives
Dealing with entitlement at work can be a real headache. A survey shows that most managers struggle with employees who feel entitled. This management training course will guide you through understanding and managing entitlement in the workplace.
- Managers face the challenge of dealing with entitled employees who expect special treatment and rewards without matching effort, which can disrupt team dynamics and lower morale.
- Recognising the causes of entitlement, such as parenting styles, societal influences, company culture, and individual personality traits helps in effectively managing these behaviours.
- Implementing strategies like setting clear expectations, maintaining fairness and consistency in the workplace, and using emotional intelligence are essential for handling entitled employees.
- Entitled behaviour not only affects team performance but also damages a company's reputation by fostering a negative work environment that could deter talented individuals from joining the organisation.
- Promoting a collaborative work culture where every member feels valued and fairly treated combats entitlement and enhances overall productivity and satisfaction within teams.
Develop Your Emotional Intelligence
You will learn a set of powerful emotional intelligence communication techniques so that you can manage difficult conversations, handle challenging situations, build relationships and set firm boundaries.
Transferable Skills
The goal of this training is to equip you with the tools you need to build strong, lasting relationships in your professional life, although because these skills are so transferable many clients report vast improvements in their personal relationships as well.
Develop Skills
This is a skills development rather than just a theoretical programme, so the emphasis throughout will be on you taking turn after turn, practising your skills, while receiving feedback and coaching about your effect on others.
Repeated Practice and Feedback
In your coaching sessions you will be helped to practise dealing with the kinds of situation you find challenging, again and again, until you are confident you can do it successfully.
Video Analysis
We'll combine practical, hands-on experience with video replay and analysis and discussion of the principles involved to help you gain both skills and understanding. Special attention is paid to your individual training needs, so you can practise your skills in real-life situations that you have to handle at work.
Sustained Change
That's why as well as your place in a small group, this training includes a generous amount of private and confidential one-to-one coaching sessions online, spread over several months, ensuring an exceptional level of support. This will ensure the changes you make are sustained over a longer period of time and any obstacles are overcome. Choose between online training available worldwide, or in-person face-to-face courses in the UK.
Course Dates and Price
For a list of upcoming course dates (for online coaching and face-to-face training), the locations of the next 3-day public courses in the UK and pricing Click here.
Free Initial Session
This initial coaching session serves as an introduction to the "Skills with People" course, allowing you to understand the course's relevance and effectiveness for your specific needs before committing to it.
What is an Entitled Employee?
An entitled employee feels they deserve special treatment and rewards, regardless of their performance or effort. They expect more from their workplace than they contribute, creating imbalance and tension.
Common beliefs and behaviours of entitled employees
Entitled employees often think rules don't apply to them. They expect special treatment and believe their needs should always come first. This mindset leads them to ignore company policies or bypass procedures that everyone else follows, creating a sense of superiority over other team members.
They might also argue against constructive feedback, viewing it as an attack rather than an opportunity for growth.
Such individuals demand more pay, promotions, and perks without showing the performance or commitment to justify these rewards. They tend to take credit for team successes but point fingers when things go wrong, avoiding responsibility at all costs.
Their insistence on instant gratification can disrupt team dynamics and lower morale among colleagues who feel undervalued in comparison. This behaviour not only affects individual motivation but also hampers collective efforts towards achieving company goals.
Why it's important to address this issue in the workplace
Addressing entitlement in the workplace is crucial for maintaining a healthy work environment. Employees who display entitled behaviour can negatively impact team dynamics, lowering morale and reducing overall productivity.
They often demand more than they contribute, expecting special treatment without aligning their efforts with those of their colleagues. This imbalance hampers effective teamwork and creates unnecessary tension among team members.
By tackling entitlement head-on, leaders can clarify expectations and foster a culture where every team member feels valued and fairly treated. Ensuring everyone understands the rules apply equally prevents self-serving actions from becoming acceptable within the team.
A fair approach boosts employee engagement, encourages mutual respect, and enhances the company's performance by promoting a unified effort towards common goals.
Causes of Entitlement in the Workplace
Understanding why some employees feel entitled at work is key. Both upbringing and the very culture of a company play major roles.
Parenting and societal influences
According to Simon Sinek parenting styles and societal norms play crucial roles in shaping the attitudes and behaviours of entitled employees. Children raised with constant praise and without facing realistic consequences for their actions often struggle to understand limitations and respect workplace boundaries as adults.
This entitlement is further fuelled by a society that values instant gratification, leading these individuals to expect quick promotions and rewards without putting in the necessary effort or demonstrating significant achievements.
Societal pressures also contribute significantly to entitlement at work. Social media portrays an image of success without showing the hard work behind it, setting unrealistic career expectations among young workers.
They arrive in the workplace anticipating immediate recognition and reward, mirroring what they see online, rather than understanding the importance of dedication, teamwork, and patience.
These influences make managing entitled team members challenging but recognising them is key to addressing entitlement effectively within teams.
Company culture and rewards systems
Company culture shapes how team members view their roles and contributions within an organisation. If the culture values only high performers, it might encourage a competitive atmosphere that rewards self-serving actions acceptable over collaborative efforts.
This approach can lead to entitled behaviour among employees who feel their individual achievements warrant special recognition or privileges beyond what is fair to all team members.
Rewards systems play a crucial role in reinforcing the company’s values and expectations. They should aim at promoting behaviours that align with team understanding and collective strengths rather than fostering an environment where entitled individuals expect rewards for minimal effort.
Fairly designed reward systems ensure that acknowledgements and incentives are based on clear, measurable outcomes and are consistently applied, securing agreement from all employees on what constitutes deserved recognition.
Individual personality traits
Individual personality traits can play a significant role in fostering entitlement among employees. Some people have a high psychological sense of entitlement, which makes them feel more deserving than others, regardless of their actual contributions or achievements.
They may expect promotions, pay rises, and special treatment without putting in the extra effort. These traits often lead to self-serving actions that disrupt team dynamics.
Experts believe that understanding these personal characteristics is crucial for managers aiming to handle entitled behaviour effectively. Recognising the signs early on helps leaders treat people differently based on their behaviours and attitudes towards work.
This approach ensures that all team members contribute positively and feel valued, which boosts the overall morale and performance of the team.
Consequences of Having an Entitled Employee
Having an entitled employee can strain the work atmosphere and lower team morale. It often leads to a drop in overall productivity and harms the company's reputation.
Negative impact on team dynamics and morale
An entitled employee can deeply affect the team's morale, turning a collaborative environment into a competitive one.
Entitled behaviour often leads to more conflict among team members. Colleagues may start feeling less valued when they see unequal rewards or recognition handed out. This perception damages the overall team dynamics and shifts focus from collective goals to individual grievances.
The rest of the team might witness a drop in motivation because their efforts seem overlooked compared to those who demand more attention through entitlement. Such circumstances make it hard for teams to work together effectively, harming productivity and workplace outcomes.
Reduced productivity and performance
Entitled employees often expect rewards without putting in the necessary effort, leading to reduced productivity and performance. Their belief that they deserve special treatment can interrupt workflow and set back project timelines.
This behaviour not only hampers their own career progression but also affects the overall efficiency of the team.
Colleagues frequently have to pick up the slack for entitled workers, resulting in increased frustration and declining morale within the team. The constant demand for pay raises and promotions before earning them disrupts a culture of merit-based recognition, undermining employee motivation across the board.
This shift in dynamics can significantly damage a company's ability to meet objectives and maintain competitive edge.
Damage to company reputation
Having an entitled employee can significantly harm a company's reputation. Customers often take note of poor service or negative interactions with staff, which may lead them to share their experiences online and through word-of-mouth.
This type of feedback can spread quickly, potentially deterring new customers and affecting the business's bottom line.
Employees who demonstrate entitled behaviour might also clash with colleagues, leading to a toxic workplace environment that becomes known outside the company. Skilled professionals usually avoid companies with bad reputations, making it harder to attract top talent.
A damaged reputation thus affects both customer perception and the quality of future team members.
Identifying Signs of an Entitled Employee
Spotting an entitled employee involves observing their actions closely, such as constantly expecting special treatment or shirking responsibilities. Keep reading to uncover more on how to manage these challenging behaviours in the workplace.
Taking more time off than other team members
Employees who frequently take more days off than their colleagues often set a tone of imbalance in the team. This behaviour signals entitlement and raises questions about fairness amongst team members.
It disrupts the workflow, forcing others to pick up the slack or delay tasks until they return. Such actions not only strain relationships but also jeopardise project timelines, affecting overall performance.
Fairness in workload distribution is crucial for maintaining high morale and motivation within a team.
Managers need to monitor absenteeism closely and address discrepancies promptly. By doing so, they encourage a culture where every team member's contribution is valued equally, fostering an environment based on mutual respect and cooperation.
Setting clear expectations regarding time off can help align individual actions with company standards, ensuring that personal circumstances do not unduly burden colleagues or harm workplace dynamics.
Refusal to go the extra mile
Refusing to go the extra mile shows a lack of commitment and can seriously harm teamwork. Some team members might only do the bare minimum, ignoring opportunities to help their colleagues or improve a project.
This attitude disrupts the flow of work and dampens everyone's motivation.
Team dynamics suffer because others have to pick up the slack. This not only adds stress but also breeds resentment among those who consistently apply expectations and effort. Working alongside someone unwilling to contribute more than what is strictly required creates an imbalance, making it harder for teams to achieve their goals efficiently.
Constantly breaking rules and making excuses
Employees who constantly break rules and create excuses demonstrate a lack of respect for workplace boundaries and expectations. This behavior reflects an entitled attitude, where they assume their actions won't have consequences.
Such team members often justify breaking rules by believing their reasons outweigh company policies or that their individual needs should come before the team's or company’s goals.
Making excuses for not following guidelines shows an unwillingness to take responsibility for one's actions. It negatively impacts individual motivation among other team members, eroding trust and undermining the collective effort to achieve aligned expectations.
Continuously bending the rules can lead to significant disruptions in workflow, affect performance fairly across the board, and strain relationships within the team.
Constantly looking for instant gratification
Entitled employees often demand quick rewards and recognition, bypassing the usual process of hard work and patience. They expect immediate praise for their efforts, feeling dissatisfied if not rewarded right away.
This attitude can strain workplace culture, as it sets unrealistic expectations for success.
The quest for instant gratification in the workplace overshadows the value of long-term growth and development.
Prematurely asking for pay rises and promotions
Asking for pay rises and promotions before proving one's value or meeting performance benchmarks disrupts the established reward system within a company. Employees who do this demonstrate a lack of understanding about how their individual progress should align with the company’s criteria for advancement.
This behaviour often leads to tensions among team members, as it creates perceptions of unfairness and favouritism, undermining team member's motivation and collective harmony.
Managers face challenges in addressing these premature requests without demotivating the employee or setting a precedent that entitlement is rewarded. They must explain workplace outcomes clearly and set formal performance improvement paths that guide employees on how to achieve their career aspirations legitimately.
Balancing firmness with encouragement helps maintain morale and ensures that all team members feel valued equally, thus preventing entitled behaviour from becoming acceptable or widespread within the organisation.
Strategies for Handling an Entitled Employees Using Emotional Intelligence
To manage an entitled employee effectively, apply emotional intelligence strategies that address the core issues while fostering a positive working environment. This approach can transform challenges into opportunities for team improvement and personal growth.
Discover more about how to put these strategies into practice for a harmonious workplace.
Identifying Signs of Entitlement
Spotting an entitled employee effectively involves observing their daily interactions and performance. They often request more time off than their colleagues, showing a disregard for team fairness.
Their reluctance to contribute extra effort can stall projects and frustrate team members who value hard work and dedication. Such employees frequently challenge rules, responding with excuses when held accountable.
Entitled workers habitually seek instant gratification, expecting early promotions or raises without demonstrating the performance or commitment to justify such rewards. This behaviour not only undermines the principles of merit-based advancement but also strains relationships within the team.
Great leaders are acutely aware of the warning signs of entitlement and tackle them head-on to maintain a healthy workplace.
Setting Clear Workplace Expectations
Setting clear workplace expectations is a crucial step in managing employee entitlement effectively. Managers must communicate exactly what they expect from team members, including specific tasks and desired behaviours.
This clarity helps employees understand their roles and how they contribute to the organisation's success.
Leaders should also outline the consequences of not meeting these expectations. They need to monitor progress regularly, providing feedback that guides employees towards achieving the set goals.
Fairness and consistency in applying rules ensure everyone knows self-serving actions are unacceptable, promoting a culture of accountability and mutual respect.
Effective Dialogue Preparation
Preparing for effective dialogue with an entitled employee requires clear objectives and an understanding of the desired outcomes. Managers should familiarise themselves with the key issues at hand, remaining focused on behaviour's impact rather than personal attributes.
They must also be ready to provide examples of unacceptable actions and suggest ways for improvement.
It's essential to approach these conversations with a mindset that encourages open communication. Listening plays a crucial role in showing respect for the other person’s perspective, fostering a more receptive atmosphere for discussing sensitive topics like entitlement and self-serving behaviours.
Offering support and resources for personal development can lead to positive changes, reinforcing the idea that every team member is valued within the organisation.
Tracking Employee Progress
Keeping an eye on employee progress is crucial for managing entitled behaviour. Managers must monitor outcomes to catch any self-serving actions early. Regular check-ins and performance reviews help spot warning signs of entitlement.
These strategies allow team leaders to address issues before they escalate, ensuring that every person feels valued and fairly treated.
Using emotional intelligence plays a key role in this process. It helps managers understand an employee's viewpoint and tailor feedback constructively. Establishing clear expectations from the start means employees know what is required of them.
This approach encourages individuals to focus on their individual and collective strengths, fostering a healthier work environment where career drivers are aligned with company goals.
Ensuring Fairness and Consistency
Managers must treat team members fairly and avoid playing favourites to ensure fairness and consistency in the workplace. This approach prevents any perception of favouritism, which can significantly damage team morale and productivity.
Establishing transparent criteria for promotions, recognitions, and rewards helps everyone understand what is required to advance. This method also helps counteract self-serving actions acceptable by providing a clear standard for everyone.
Applying a formal performance improvement process is essential in addressing behaviours that don't meet set expectations. This procedure should be consistently applied to all employees showing signs of entitlement or poor performance.
Such steps make sure that individual challenges are addressed constructively, allowing for personal growth while maintaining high standards within the team. Consistency in these processes ensures that every person's interpretation of fair treatment aligns with the company's values and policies, leading to a more collaborative and productive work environment.
Promoting Collaborative Work Culture
Promoting a collaborative work culture encourages every team member to share their ideas and contribute equally. This approach fosters a sense of belonging and mutual respect among colleagues, driving productivity and innovation.
Teams that collaborate effectively can tackle challenges more efficiently, as they leverage diverse perspectives and skills.
Collaboration is the foundation of achievement in any team.
By setting clear expectations for teamwork, leaders create an environment where self-serving actions are less acceptable. Engaging in regular team-building activities strengthens relationships among members, ensuring everyone feels valued and heard.
This not only reduces entitlement but also enhances overall performance by making everyone aim for collective success rather than individual gain.
Importance of Fairness and Consistency in Managing Entitled Employees
Fairness and consistency stand as crucial pillars in managing entitled employees within the workplace. They ensure every team member knows where they stand, promoting a healthier work environment for all.
Avoiding favouritism and treating all team members fairly
Treating all team members fairly requires a conscious effort from leaders to not play favourites. This starts with recognising each person's contributions without letting personal biases or relationships cloud judgement.
Making decisions based on performance and merit, rather than favouring certain individuals, ensures a level playing field for everyone.
To combat the perception of favouritism, managers must be transparent about how and why decisions are made. Regular feedback sessions enable this transparency by providing clear explanations for actions taken or rewards given.
Adopting an open-door policy encourages team members to voice concerns if they feel unfairly treated, allowing for timely resolutions that maintain a fair work environment.
Implementing a formal performance improvement process
Implementing a formal performance improvement process is essential for dealing with entitled employees and ensuring fairness and consistency across the board. This approach starts with setting clear, achievable goals for individuals who exhibit self-serving actions.
Managers must communicate expectations directly and provide regular feedback to help these employees understand how their behaviour affects the team. They should also establish timelines for improvement and offer support where necessary.
Tracking progress plays a critical role in this process. Use objective criteria to measure changes in behaviour or performance, allowing no room for favouritism or bias. If an employee fails to meet set milestones, it may be necessary to implement further action, including more intensive training or even considering parting ways if improvements are not seen.
This structured method ensures everyone has the opportunity to align with company standards while promoting a culture of accountability and respect.
Addressing self-serving behaviours
Addressing self-serving behaviours involves setting clear boundaries and consequences for actions that only serve personal interests at the expense of team harmony. Leaders must communicate expectations clearly and consistently to discourage attitudes or actions that prioritise individual gain over collective goals.
This requires a balance between acknowledging individual achievements and promoting a culture where collaboration and mutual support are valued.
Managers play a key role in identifying self-serving patterns early on, using emotional intelligence to understand the motivations behind such behaviour. They should hold regular one-on-one meetings with employees to provide feedback, encouraging a shift towards more cooperative behaviour.
By fostering an environment where colleagues offer support and recognition is based on merit, companies can mitigate the negative impact of entitlement.
Impact of Entitlement on Team and Company Performance
Entitled behaviour in the workplace drags down team motivation and hinders collaboration. It also tarnishes company performance by creating an unproductive environment.
How it can negatively affect individual motivation
Entitlement in the workplace saps individual motivation as colleagues watch entitled behaviour go unchallenged. Seeing one worker frequently rewarded without merit can lead others to question their own efforts.
They may wonder why they should work hard if rewards seem arbitrary or based on favouritism. This perception undermines the value of hard work and dedication, potentially leading to a drop in overall team motivation.
Workers might start adopting a self-serving manner themselves, believing this is the only way to gain recognition. This shift damages not just productivity but also workplace morale as collaborative spirit fades.
Employees lose interest in going the extra mile, seeing it as unrewarded, and may begin breaking rules or cutting corners where they previously strived for excellence. The ripple effect of one entitled employee can thus demotivate an entire team, impacting company performance significantly.
The importance of teamwork and collaboration
Teamwork and collaboration play pivotal roles in mitigating the negative impacts of entitlement in the workplace. They foster an environment where every member feels valued and responsible for contributing to shared goals.
Through effective teamwork, employees can challenge self-serving actions in a constructive manner, promoting a culture of mutual respect and understanding.
Collaboration encourages individuals to look beyond their personal needs by emphasising collective success over individual achievements. This approach not only improves team dynamics but also enhances overall productivity and performance.
By working together, team members can share diverse perspectives and solutions, making it easier to address and resolve conflicts that arise from entitled behaviour within the group.
Mitigating the impact on the rest of the team
Fostering a collaborative work culture is key to reducing the negative impact of entitled behaviour within a team. Leaders must encourage open communication, promote peer support, and highlight the merits of every team member's contributions.
This approach ensures that self-serving actions become less acceptable and that all members feel valued.
Implementing consistent fairness in treatment and rewards can also play a significant role. Managers should address any self-serving manner promptly, ensuring that rules apply equally to everyone.
By doing so, they maintain morale and prevent the perception that some individuals can bend the rules whenever it suits them.
Treating team members fairly
Treating team members fairly is essential in any workplace setting. Fairness means avoiding favouritism and ensuring that all actions are justifiable and transparent. Managers should apply the same rules to everyone, regardless of their position or relationship with the leader.
This approach prevents feelings of resentment among team members.
Fair treatment also involves acknowledging each person's contributions equally and providing equal opportunities for growth and development. Leaders must address self-serving behaviours promptly and consistently to maintain a positive work environment where no one feels undervalued or overlooked.
Every decision made should reflect an unbiased perspective, keeping the team's well-being at heart.
The Role of Leadership in Managing Entitlement
Leaders play a crucial role in tackling entitlement at work. They set the example and outline clear rules for everyone to follow.
Modelling appropriate behaviour and values
Managers play a crucial role in setting the standard for acceptable behaviour and values in the workplace. They do this by leading by example. Every action they take, from how they handle stressful situations to treating each team member fairly, sends a powerful message about what is expected.
A manager who shows respect, listens actively, and demonstrates integrity inspires their team to mirror these behaviours.
Incorporating fairness and consistency is key to managing entitled employees effectively. This means applying rules equally to everyone and acknowledging achievements openly. By doing so, leaders discourage self-serving actions and promote a culture of accountability and teamwork.
Encouraging collaboration over competition also helps reduce entitlement as it shifts focus from individual gains to collective achievements.
Setting clear expectations and consequences
Leaders must set clear expectations and consequences to manage entitlement effectively in the workplace. Clear guidelines show what behavior is acceptable and what isn't, making it easier for employees to understand their boundaries.
Leaders should communicate these expectations consistently across all levels, ensuring everyone knows what is required of them. This approach reduces confusion and prevents entitled behavior by outlining the repercussions of self-serving actions.
Enforcing consequences when expectations are not met is crucial. It sends a strong message that self-serving manners won't be tolerated and helps maintain a fair work environment. Timely feedback on unacceptable behaviors ensures individuals can correct their actions promptly.
By applying these strategies, leaders uphold standards of conduct and promote a culture of responsibility among team members, keeping performance high and entitlement low.
Providing resources for personal development
Offering resources for personal development is crucial for employee growth and satisfaction. Managers should focus on providing training programs, workshops, and online courses that encourage skill enhancement.
These opportunities allow employees to tackle new challenges and advance in their careers, fostering a sense of accomplishment and loyalty.
Creating a culture that values continuous learning also helps in addressing entitlement behaviour by showing all team members the importance of effort and self-improvement. Companies can set up mentoring schemes where more experienced staff guide newcomers, share insights, and offer feedback.
Such initiatives promote a collaborative workplace atmosphere where everyone feels valued for their contributions rather than entitled to rewards without merit.
Entitlement In The Workplace - Conclusion
Entitlement in the workplace challenges team cohesion and affects overall company performance. Leaders must actively counteract entitlement by fostering a culture of fairness, responsibility, and mutual respect.
Addressing self-serving actions promptly ensures a productive and harmonious work environment. Every employee plays a crucial role in contributing to this positive dynamic, making vigilance against entitlement essential for long-term success.
Entitlement In The Workplace - FAQs
1. What does entitlement in the workplace mean?
Entitlement in the workplace refers to when someone believes they deserve special treatment or privileges without earning them, often acting in a self-serving manner.
2. How can you spot entitlement among employees?
You can spot entitlement by looking for warning signs like a high psychological entitlement, where an employee's perception of their merit doesn't match their actions or contributions.
3. Why is it important to address entitlement at work?
Addressing entitlement is crucial because it can lead to unethical behaviour, disrupt teamwork, and harm the overall morale and productivity of the workplace.
4. What steps can human resources take against entitled behaviour?
Human resources should have several conversations with the individual displaying entitled behaviour, offering clear feedback and outlining essential steps for improvement based on perceptions versus reality.
5. Can having a bad boss contribute to a culture of entitlement?
Yes, research shows that a bad boss who may play favourites or exhibit self-serving actions themselves can foster an environment where entitled behaviours become more acceptable among other employees.
6. How does an entitled team member's perception of their contribution compare to others' perspectives, and what can be done about it?
An entitled team member often perceives they bring more value than colleagues, a view not shared by others. This perception plays a critical role in demands for a pay rise or additional public holidays. Warning signs of entitlement can manifest in many forms, such as dismissing the less value colleagues bring or ignoring the formal performance improvement path. An award-winning author and workplace expert suggests integrating other's perspectives to address these issues. They recommend a formal performance improvement path, emphasising that entitlement can take many forms, impacting everyone's perception and workplace dynamics.
7. What are the warning signs of entitlement related to pay raises and public holidays, and how can they be addressed?
Warning signs of entitlement in the workplace often include repeated demands for pay raises or extra public holidays without justification or perception's merit. Such entitlement might arise from a person's view that they should be treated differently, a view often contrasting with other's perspectives on fairness. The nature unprepared to address these issues might allow unethical behavior, like playing favorites, which only reinforces these entitlements. Addressing these warning signs requires embracing other's perspectives, ensuring all actions, from pay raises to assigning public holidays, are free from unethical behavior and not influenced by playing favorites.
