We’ve all experienced it—an executive who can’t take constructive feedback, a colleague who dominates conversations, or a manager who values their own opinion over the collective wisdom of the team. Workplace egos can cause massive problems, from toxic work environments to stalled innovation and high employee turnover. Yet, outside of the office, in places like a supermarket line or an airport terminal, those same people—stripped of their job titles and professional personas—often act more like their true selves. So why does ego take over at work, and how can leaders and employees manage it?

How Workplace Egos Create Problems

Ego in the workplace isn’t just about arrogance; it’s about insecurity, control, and the fear of appearing weak. Here are some of the major issues caused by unchecked egos in professional settings:

• Poor Collaboration – When people feel the need to prove they are the smartest in the room, they resist others’ input, leading to inefficiency and missed opportunities.
• Lack of Psychological Safety – Employees won’t share ideas if they fear being dismissed or ridiculed. This stifles creativity and prevents companies from innovating.
• Toxic Work Culture – An environment where ego-driven decisions take precedence over teamwork can create resentment and disengagement.
• High Employee Turnover – No one wants to work in an environment where their contributions are undervalued or overshadowed by someone’s need for power and recognition.

A Supermarket, An Airport, and A Level Playing Field

Imagine standing in line at a grocery store or waiting at an airport. No one knows your title, your salary, or how many people report to you. You could be a CEO or a college student; in that moment, everyone is just another traveler or shopper.

In these settings, when you strike up a conversation, it’s often more authentic. You’re not posturing, competing, or proving your worth—you’re just being human. The interaction is typically kinder, more open, and based on mutual respect rather than professional hierarchy.

Now, imagine if workplaces functioned more like that—where people left their egos at the door and engaged with each other as equals, driven by purpose rather than status.

How to Calm Workplace Egos

Transforming workplace culture requires a shift in mindset and behavior. Here’s how companies can help deflate egos and create a more collaborative environment:

1. Lead with Humility

Leaders set the tone. The best leaders admit when they’re wrong, listen actively, and invite others into decision-making. Modeling humility encourages others to do the same.

2. Encourage Open Dialogue

Create spaces where employees feel safe to voice opinions without fear of being judged. A culture of psychological safety reduces the need for posturing and self-promotion.

3. Focus on Collective Success, Not Individual Recognition

Shift from a “me” to a “we” mentality. Celebrate team wins, not just individual achievements, to reinforce that success comes from collaboration.

4. Practice Perspective-Taking

Encourage employees to see things from others’ viewpoints. One way to do this is by having different departments shadow each other to understand the challenges and contributions of others.

5. Establish Clear Accountability

When egos run unchecked, accountability often disappears. Ensure that everyone is held to the same standard, regardless of position or tenure.

6. Introduce Regular Self-Reflection

Encourage employees to reflect on their behavior and how it impacts those around them. Self-awareness is a powerful tool for reducing ego-driven interactions.

Final Thought

At the end of the day, no title, salary, or corner office defines a person’s true worth. The moments that matter most—both in work and in life—are built on authentic human connections. If we could all approach our workplaces with the same humility and openness that we bring to a random chat in an airport or grocery store line, businesses would be more productive, teams would be more engaged, and work would feel a lot more fulfilling.

The challenge for all of us is to remember that, in the grand scheme of things, we’re all just people trying to do our best. Let’s make the workplace reflect that.

Written by: Pat Isaac, CEO of Capital Services, Inc. 

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