The task of executives and HR managers is not only about task distribution and monitoring work performance. Another part of their work is also creating a work environment that is free from unnecessary stress that is not directly related to tasks. Modern employers always pay attention to a healthy corporate culture to protect the emotional well-being of their employees, so that the team's productivity remains high. Although there are fewer openly toxic teams, the issue of manipulation in the workplace persists. Methods of subtle psychological influence have not disappeared — they have simply become more sophisticated and discreet. Let's look at how to recognize such methods and effectively counteract them.

What is Manipulation?

Manipulation is a form of hidden influence where a person or a group tries to guide the behavior, opinions, or decisions of others in their favor. This often occurs without the knowledge or consent of those affected and is designed to control or influence their actions while they believe they are acting of their own free will.

Manipulation in the Workplace

In the workplace, manipulation manifests in various forms. It can be subtle and hard to detect, such as through targeted information distortion, emotional influence, or consciously pitting colleagues against each other. Manipulators exploit insecurities, fears, or loyalty to achieve their own goals or to generate drama for entertainment purposes, without regard for the effects on others. This can lead to a stressful work environment where employees feel overwhelmed, manipulated, or unfairly treated. Resistance is called for in such situations.

Sources of Manipulation

Manipulation in the workplace can come from various sources. Often, it is superiors who abuse their positions of power to control and direct their employees. But also colleagues or subordinates can exhibit manipulative behavior to gain personal advantages or assert themselves in an organization. External parties such as business partners or customers may also try to alter the direction of projects or decisions through subtle influence.

Manipulation can come from these individuals:

• Superiors
• Colleagues
• Subordinates
• Business partners
• Customers

Why People Use Manipulative Techniques

Not all people consciously manipulate. In fact, only a small percentage of people deliberately and intentionally use manipulation. Often, this happens unconsciously and is deeply rooted in interpersonal interactions. An example of this is my 11-year-old son who has been manipulating his grandmother since he was little, without ever being taught. He simply senses her weaknesses and exploits them to get sweets. This intuitive manipulation shows that many people manipulate without really noticing it or putting it in a negative context.

People manipulate for various reasons:

• Uncertainty: To feel safer or superior.
• Fear: Of rejection, conflicts, or failure.
• Desire for power: To gain control over others.
• Self-interest: To achieve personal goals or benefits.
• Protection: To protect oneself from perceived threats or uncomfortable situations.
• Desire for drama: Discord and drama provide good entertainment and content for gossip.

Goals of Manipulation

The goals of manipulation are diverse and often aimed at gaining personal advantages or strengthening one's position. The most common goals include:

• Obtaining control: Over people or situations to exert power.
• Pursuing own interests: Regardless of others' needs or wishes.
• Avoiding conflicts: By subtly steering to avoid unpleasant situations.
• Recognition and status: Through deception or exaggeration to enhance one's position.
• Concealing true intentions: To not be recognized as the true mastermind behind decisions or actions.

Where Manipulations Thrive in Companies

Manipulations thrive particularly where there are no clear rules, solid structures, and no well-established performance measurement system. In companies without clear KPIs (Key Performance Indicators) or performance-related evaluation systems, manipulators can more easily apply their tactics unnoticed. If a supervisor does not recognize that an employee is neglecting their actual tasks to meddle in external affairs, or if an employee's efficiency is unusually low, it is a clear indication that something is amiss in the team. In such environments, manipulative activity often goes unnoticed and can even flourish, as the lack of transparency and clear goals makes it easier for manipulators to pursue their strategies unhindered.

Consequences of Manipulation for the Employee and the Company

A person who is being manipulated always senses on an unconscious level that they are being used. This feeling often leads to negative emotions such as frustration, irritation, and passive aggression. Depending on the manipulation techniques used, these feelings can be intensified by further burdensome emotions like resentment or guilt.

Effects on the Employee being Manipulated

• Burnout: Constant psychological pressure and feeling exploited can lead to emotional exhaustion and burnout.
• Mental Exhaustion: Manipulation depletes the employee's mental resources, leading to chronic fatigue and a sense of overwhelm.
• Low Self-Esteem: Constant manipulation can cause the employee to doubt themselves and develop a sense of inferiority.
• Resentment and Offense: Feeling treated unfairly or taken advantage of can lead to deep-seated resentment and lasting offense.
• Feelings of Guilt: Manipulative techniques like emotional blackmail can make the employee develop unwarranted feelings of guilt.
• Withdrawal and Isolation: Out of fear of further manipulation, the employee may begin to withdraw from colleagues and socially isolate themselves.

Negative Impact on the Team and the Company

Manipulation has serious consequences not only for the affected employee but also for the entire team and the company. When an employee perceives manipulative behaviors in others, trust within the team can be significantly compromised. Employees who distrust each other work less effectively together, leading to a noticeable decrease in productivity. The work environment becomes increasingly toxic, potentially resulting in team fragmentation as collaboration and open communication suffer. Good employees do not tolerate such a company culture and eventually resign.

Ultimately, manipulation harms the entire company. An environment characterized by mistrust and uncertainty cannot achieve sustainable success. Productivity decreases, employee turnover increases, and the company may struggle to reach its long-term goals. Additionally, the company's reputation may suffer if internal conflicts and manipulation poison the work atmosphere.

Manipulation or Motivation?

Motivation can indeed be considered a form of manipulation, although there is a clear distinction. Manipulation is mostly used in a negative context as it aims to unconsciously or against one's will influence people, often to the manipulator's benefit. In contrast, motivation is used with a positive outcome (e.g., a bonus or the prospect of a promotion) to encourage someone to perform a task better or more enthusiastically, aiming to awaken the individual's inner conviction and enthusiasm.

An example: A supervisor could manipulate an employee by making them feel that they are only valuable if they work overtime. However, the same supervisor could also motivate the employee by explaining the significance of their work and how their efforts contribute to the team's overall success. While manipulation puts pressure on the employee, motivation boosts their self-confidence and willingness to perform.

Persuasion

Persuasion is a subtle form of influence that often borders on manipulation. An example would be when a supervisor explains to an employee why a specific task is important, leading the employee to willingly take on the task. Even though a form of influence is exerted, the employee feels they have made the decision themselves.

Inspiration

Inspiration goes beyond mere persuasion and aims to motivate someone by inspiring them to excel. A supervisor who enthuses their team with their own passion and vision inspires their employees to give their best. An example would be an impassioned speech that motivates the team to approach a challenging project with renewed vigor. This can be viewed as positive manipulation as it guides the team in a direction beneficial to all.

Praise

Praise can also be seen as a manipulative technique when used strategically to encourage specific behaviors. A supervisor who praises an employee for a job well done subtly encourages them to behave similarly in the future. In this case, the employee's behavior is positively reinforced, constituting a form of manipulation based on recognition and reward.

Please

A request can often be a hidden form of manipulation in a hierarchy. When a superior asks an employee for a favor, he usually expects the task to be completed, even if it is presented as voluntary. The employee may feel pressured to fulfill the request, even though he might prefer not to. An example could be when a boss "asks" an employee to work on the weekend, and the employee feels obligated because the request comes from above.

Assigned Task

The way a task is presented can also contain manipulative elements. A manager could phrase a task in a way that presents it as particularly important or challenging to motivate the employee to perform it with more enthusiasm. An example would be describing a project as "critical to the company's success" when in reality it is just one of many tasks. As a result, the employee feels more obligated and invests more energy than they would have with a neutral presentation of the task.

In all these cases, the line between manipulation and motivation is blurred. While manipulation is often negatively connoted because it restricts individual freedom, motivation can be seen as a positive form of influence aimed at bringing out the best in the employee. Ultimately, it depends on the intent and context in which these techniques are used.

Manipulation: How to Recognize It

Manipulation in the workplace can be hard to detect, especially when it occurs subtly and covertly. However, there are some signs that can help you recognize when someone is trying to manipulate you. These signs include physical sensations, emotional reactions, and nonverbal signals from the manipulator.

Physical Sensations

One of the first signs of manipulation can be physical reactions. When someone tries to manipulate you, your body often reacts with an accelerated heart rate, muscle tension, or a sensation of pressure in the chest. If you notice during a conversation with a certain person that your heart beats faster or you feel an inexplicable inner discomfort, it could be an indication that you are being manipulated.

Unusual Emotions

Manipulation can evoke emotions that are atypical for you in ordinary situations. These emotions can include:

• Feeling of injustice or resentment: An inner discomfort with what is being said, feeling exploited or deceived.
• Sudden desire to please or prove oneself: A sudden need to make a good impression or prove your competence.
• Emotional pressure: Increased feeling of fear or apprehension, as if one is under pressure to change something immediately to meet expectations.
• Doubt about one's own professionalism: Sudden questioning of one's abilities and judgment, even though one was previously confident.
• Excessive compassion or pity: Strong empathy towards the conversation partner, leading to putting aside one's own interests.

If you experience such emotions when dealing with a particular person, it may be a sign that you are being manipulated.

Nonverbal Signals from the Manipulator

Manipulators often reveal themselves through nonverbal signals, even if their words sound convincing. These signals include intense or, conversely, evasive eye contact, unnatural smiling, nervous gestures, or a changed tone of voice. A manipulator could, for example, nod excessively to fake agreement, or avoid your gaze to hide their true intentions. Paying close attention to these signals can help you recognize manipulation and protect yourself from its influence.

Emotions Manipulators Target to Exploit You

Manipulators deliberately target specific emotions to influence and enlist you for their purposes. They play on your feelings to get you to do things that you may not want to do or that are not in your best interests. Here are some of the most common emotions that manipulators target and how they do so.

Fear

Fear is a powerful emotion that manipulators often use to control you. They could make you believe that you will lose your job if you don't fulfill a certain task, or that you will be excluded from the group if you don't comply. For example, a colleague might hint that you will get in trouble with the boss if you don't immediately take on a specific task, even though that task is not actually part of your duties.

Guilt

Manipulators often use feelings of guilt to persuade you to take certain actions. They make you believe that you are letting someone down or not fulfilling your duties if you do not comply with their wishes. For example, a colleague reminding you of how much they have helped you in order to get you to take on their work, even though you already have enough on your plate.

Vanity

Your self-esteem and need for recognition can also be manipulatively exploited. A manipulator might excessively praise you to stroke your ego, and then get you to do something for them. For example, being told that only you are capable of solving a particularly difficult task, even though it may not be that complex and the manipulator simply wants to offload their own work onto you.

Sense of Duty

A strong sense of duty can make you susceptible to manipulation. Manipulators use it by convincing you that it is your responsibility to complete a certain task or help someone, even if it is not justified. For example, being made to believe that the entire team is depending on you and that you alone must bear the responsibility for the success of a project.

Pity

Pity is an emotion that manipulators often use to get you to fulfill their wishes. They portray themselves as needy or victims to evoke your sympathy and get you to help them, even if it brings disadvantages to yourself. For example, a colleague constantly emphasizing how overworked and stressed they are to get you to take on their tasks.

By being aware of the emotions manipulators target, you can better recognize when someone is trying to use you for their own purposes and protect yourself accordingly.

Tips for Manipulating People: What to Say

Manipulation often relies on specific linguistic techniques that influence the conversation partner and prompt them to act in your interest. Here are some examples of such techniques and how you can apply them.

Rhetorical Questions that Do Not Allow Discussion and Evaluate the Interlocutor's Actions

Such questions give the impression that the answer is obvious and question the actions or motivations of the other person. Example: "Do you really believe that your work deserves a high rating?"

Comparison with Another Person and Devaluation

This technique aims to diminish the achievements of the conversation partner by comparing them to a more successful colleague. Example: "Sabine always submits her reports on time, while you have problems with that."

Indirect References to the Weaknesses of the Interlocutor

These allusions make the conversation partner doubt themselves and prompt them to act in the manipulator's favor. Example: "We need people who want to achieve results, not just sit out their time."

Doubting the Accuracy of the Interlocutor's Opinion

This technique questions the other person's opinion and forces them to defend their position, putting them in a weaker position. Example: "If what you say is true, why are there still no results?"

Choice without Real Choice, Just an Illusion

An illusion of choice is created, but both options lead to the same outcome desired by the manipulator. Example: "You can decide for yourself - either stay part of the team or continue working against it."

Transition to the Person Instead of the Issue

This shifts the discussion from the actual matter to the personal characteristics of the conversation partner to avoid addressing the problem. Example: "It's strange to hear something like that from someone who rarely participates in joint projects."

Exaggerating Facts to the Point of Absurdity

This technique is used to discredit ideas or suggestions by making them appear ridiculous. Example: "Alright, if this project is so important, let's just postpone all other tasks!"

False Axioms, Generalization

Such statements are presented as self-evident, forcing the conversation partner to agree with them without thinking. Example: "Every professional knows that this is the only correct solution."

False Logical Conclusion - Fallacy

This technique gives the impression that a fact logically follows from another, even though it is not the case. Example: "All successful people work according to this method, so it will surely work for you too."

Allusion to the virtues of the conversation partner, hidden flattery

The manipulator uses flattery to make the conversation partner feel important and to influence them towards the desired decision. Example: "Only someone with your experience can handle this task."

How Not to Respond to Manipulation

We are already familiar with the theory of manipulation, now let's turn to practice. It is important not only to recognize that you are being manipulated, but also to know how to respond correctly. Here are the steps that will help you successfully counter manipulation.

1. Recognize the Manipulation

The first step is to recognize that someone is trying to manipulate you. Analyze the conversation and your feelings carefully. Example: A colleague hints that you should stay after work to help with a project, even though it is not part of your tasks. If you feel internal tension or pressure, it may be a sign of manipulation.

2. Recognize the True Motives of Your Conversation Partner

After recognizing the manipulation, ask yourself: "Why is this person saying or doing this?" Understand what drives the conversation partner - perhaps they want to shift their work onto you or achieve their goals at your expense. Example: The colleague asking for help actually wants to avoid additional burdens and is passing them on to you.

3. Make a Decision that Serves Your Own Interests

Now that you understand the true motives of the conversation partner, think about your own interests. It is important not to give in to pressure and to make a decision that is advantageous for you. Example: You realize that overtime is not meaningful for you and decide to decline, in order to save your resources for more important tasks.

4. Clearly Position Yourself

Express your position clearly and confidently. It is important not to justify, but calmly and firmly communicate your decision. Example: "I understand that the project is important, but I have my own tasks and cannot stay after work. Let's discuss how we can organize support during regular working hours." This shows that you know your boundaries and are willing to defend them.

5. Discuss Your Future Steps

After making your position clear, discuss with the conversation partner how you want to collaborate in the future. This helps to avoid further manipulation attempts and strengthens your professional relationships. Example: "In the future, when help is needed for such projects, let's plan the workload in advance so that everyone has enough time and resources." This establishes clear rules for collaboration that take into account the interests of all parties involved.

Now you know how to recognize the danger of being manipulated and how to respond to it. These steps will help you confidently respond to manipulation attempts and protect your interests.

Tips for Managers: How to Reduce Manipulation in the Team

Creating a healthy work atmosphere is one of the most important tasks of a manager. It not only promotes productivity, but also prevents manipulations, conflicts, and dissatisfaction within the team. Often, managers try to identify manipulative characters early on by asking personal questions in interviews to draw conclusions about the social characteristics of candidates. Here are some tips on how to organize work to minimize the possibility of manipulation within the team.

1. Set Clear Goals and Expectations

Every employee should clearly understand their tasks, goals, and expected results. This helps to avoid misunderstandings and manipulations arising from ambiguity. When everyone knows what is expected of them, it becomes more difficult to shift responsibility onto others.

2. Implement a Transparent Evaluation System and Feedback

Regular and honest feedback helps employees to recognize their successes and areas for improvement. Transparency in performance appraisal prevents injustice and dissatisfaction, and eliminates the possibility of manipulating through influence on the managers. A KPI system and regular one-on-one meetings help track progress and make adjustments as needed.

3. Promote open communication

Encourage your employees to share their ideas, opinions, and problems without fear of criticism or punishment. Open communication fosters trust and reduces the risk of hidden conflicts and manipulations. Regular team meetings and anonymous surveys can help uncover hidden problems and suggestions.

4. Strengthen team spirit

Build team spirit through shared activities, projects, and training. When employees feel part of a team, they are less prone to manipulations and conflicts. Team building events, shared lunches, and celebrating achievements help create cohesion and increase motivation.

5. Ensure fair distribution of tasks

It is important to ensure that tasks and workloads are evenly and fairly distributed. This prevents manipulations by employees trying to avoid responsibility and reduces the risk of burnout for those who are often overloaded. Use resource planning and task allocation to ensure optimal involvement of each employee.

6. Establish and enforce rules

Clear rules and procedures help maintain discipline and eliminate the possibility of manipulations. When everyone knows that the rules apply equally to all, the team atmosphere becomes fairer and more productive. Set behavioral rules and interaction guidelines and ensure they are consistently followed.

7. Address problems promptly

Do not hesitate to address emerging problems. The sooner you intervene in a situation, the lower the likelihood that it will escalate into a serious conflict or negatively affect the work atmosphere. Regular monitoring of the team's condition and quick intervention at the first signs of tension help maintain a positive work environment.

Conclusion

Imagine a playground: Each child in the group usually does not wish harm to anyone, but everyone wants to achieve their goal. Some try to get others to play by their rules, others complain to get attention, and still others use their charm to get what they want. These are innocent examples of manipulation but clearly show how the desire to influence others emerges even in the simplest situations.

In the workplace, such scenarios can develop with far more serious consequences. Dealing with manipulations requires a theoretical understanding and also the ability to apply this knowledge in practice. Knowing how to recognize manipulation, respond correctly, and prevent their occurrence helps create a healthy and productive work atmosphere.

Each team member plays a role in maintaining honesty and openness in the workplace. Leaders should actively work to minimize opportunities for manipulations by setting clear rules, ensuring transparency, and promoting open communication.

Now you have the knowledge and tools to successfully counter manipulation attempts and foster an atmosphere of trust and collaboration in your team. By following these principles, you can not only protect yourself from manipulative influences but also contribute to strengthening the team and achieving common goals.