*ECONOMY OF EGO
Do Job Titles Create an Illusion of Superiority in Corporate Culture?
Have you ever been treated differently at work simply because of your job title? Maybe a manager dismissed your input, or a senior colleague spoke to you with condescension.
It’s strange how expertise alone can lead someone to believe their title grants them the right to look down on others.
Ego on its own is fascinating, but when combined with a title and salary, it evolves into something more: an economy of respect and, often, disrespect. This unspoken hierarchy dictates who is heard, who is ignored, and who is seen as replaceable.
Though rarely acknowledged outright, it remains one of the most corrosive forces in corporate culture today.
Is Corporate Culture Just High School?
Think back to high school: the social cliques, the pecking order, the ones who held influence and those who did not. Now, take a look at your workplace; has anything really changed?
Many workplaces still function as grown-up versions of high school, where power is concentrated in the hands of a few, and others are expected to "know their place." Ironically, the individuals who were once outsiders often find themselves in positions of authority, yet instead of breaking the cycle, they perpetuate the very dynamics that once excluded them.
The result? A toxic cycle of superiority, where experience or tenure becomes a justification for condescension. Instead of collaboration, we see gatekeeping. Instead of mentorship, we get intimidated.
Hidden Cost of an Ego-Driven Workplace
The most talented employees do not leave jobs; they leave toxic cultures. Many employees quit because they feel disrespected or undervalued. In industries with rigid hierarchies, turnover rates soar even higher.
Yet, leadership teams often misdiagnose the real issue. They analyze profit margins, create retention strategies, and brainstorm engagement initiatives, never realizing that the root cause is simple:
*People do not stay where they do not feel respected.
Suppose companies genuinely want to improve their bottom line. In that case, they must stop treating employees as numbers and start focusing on something far more fundamental: ensuring that those in leadership roles are not driving talent away.
Respect Is Not a Perk; It is a Requirement
Here is the truth: No matter how skilled, experienced, or knowledgeable someone is, a job title does not give them the right to belittle others.
Every person, from entry-level hires to C-suite executives, brings unique strengths to the table. A leader without a team is powerless, and a company without its employees is just an empty structure.
So, how do we break this cycle?
How Leaders Can Build a Culture of Respect
Creating a culture of respect is not just about workplace policies but daily behaviors and leadership accountability. Here are four key steps to making it happen:
1. Audit Your Workplace Culture, Then Fix It 🔍
Conduct anonymous employee surveys to assess respect, inclusion, and leadership behavior.
Pay attention to exit interviews. Are employees leaving because they feel undervalued?
Watch for patterns in turnover rates in certain departments, as this can be a red flag.
*Action Step: If employees consistently feel unheard or disrespected, it is time to address leadership behavior, not just company policies.
2. Promote Based on Leadership, Not Just Skill 🎖️
Too often, promotions reward technical expertise over leadership ability. But a great individual contributor does not always make a great leader.
Reward emotional intelligence just as much as performance.
Prioritize mentorship skills and team building over individual achievements.
Recognize that leaders should inspire, not intimidate.
*Action Step: Ask their team how they feel about working with them before promoting someone. If the response is negative, reconsider only if proven true.
3. No-Tolerance Policy for Toxic Behavior 🚫
Address microaggressions, dismissive attitudes, and condescending communication immediately.
Provide managerial training on active listening and effective communication.
Create clear consequences for those who repeatedly foster a hostile work environment.
*Action Step: Make it clear: A toxic high performer is still a liability.
4. Lead by Example From the Top Down 📢
Executives and senior managers should model respect in their daily interactions.
Make leadership accessible and transparent so employees can feel comfortable sharing concerns.
Remember: If leadership treats employees as equals, it will set the tone for the entire company.
*Action Step: If you are a leader, take this challenge: Go an entire week without interrupting, dismissing, or ignoring a lower-level employee’s input. See how your workplace shifts.
The Ego Check Every Workplace Needs
At the end of the day, a thriving workplace is not defined by titles, salaries, or corner offices; people determine it.
A company’s success is measured not only by revenue but also by how it treats those who contribute to its growth.
So, here is the challenge: The next time you step into a meeting, a break room, or an email thread, ask yourself, are you treating every person as an equal, or are you letting a job title define their worth?
Because the moment ego overtakes respect, the real loss is not just culture but the future of the company itself.
JAH
