Being an efficient and responsible worker is enough to earn a boss’s trust, but without these qualities, some employees are true professionals of flattery. Ball games usually do not help to move up the ranks in the company because people are valued for their effectiveness, competence and profitability and the balls are useless for any organization.
Sometimes flattery becomes a powerful weapon to unseat a better-prepared opponent. If the fight between managers is very big, the ball can be an additional element to stand out from the rest. However, be careful with these characters because if they don’t have more skills than their ability to seduce, we’ll reward them with Mediocrity.
Beneath the ball’s harmless and helpful appearance hides a ruthless, manipulative and selfish individual who strategizes to get a favor. Apparently they are people who sacrifice themselves for the common good, but in reality they are very individualistic and only seek money, protection or personal status. Also, most need approval from their bosses because they are people with low self-esteem and very insecure.
The ball is a danger for everyone: his inferiority complex makes him suffer because he knows that his position depends on the ability to manipulate and when he achieves a position of responsibility eliminates anyone who can overshadow him.
For the ball, power consists in making yourself indispensable to your immediate boss, although you will always be ready to overtake him at the slightest opportunity. The ball achieves its goals through these manipulation techniques:
– Exaggerates the qualities of the other. Study the boss’s weaknesses to make him the ball. For example, if he knows that his boss is intelligent, he never tires of repeating to him that he is very intelligent.
– Share each other’s ideas and attitudes. He lies to his superiors to create a common bond of camaraderie and friendship. It makes them believe they share the same hobbies, personal beliefs, and political ideas, even when they think the exact opposite.
– Unsolicited Favors. Always offer services, even if they are not exclusively work-related, e.g. B. buy a gift for the boss’ wife or get her a discount in a store. Authentic bargains for the other.
Sometimes the ball can evoke sympathy from the boss because it taps into what’s called self-promotion theory, according to which we all feel the need to be positive about ourselves.
However, for the ball praise to be credible, it is important that it is consistent with the boss’s self-assessment. If he considers himself intelligent, he will not doubt that the compliments are sincere.
On the other hand, using obviously false flattery is a risky strategy because if the boss spots your imposter, he may lose confidence in the ball and turn against you.
Although the balls have common goals and act according to a similar pattern, that doesn’t happen with the bosses, who like to be flattered. These fall into several categories:
– narcissists. The balls have fertile ground with them, because they prefer to be heard when they’re wrong.
– immature Bosses who have not developed the necessary leadership skills must surround themselves with a supportive group of acolytes. To feel respected, they need external protection from others in their power and require a submissive attitude from their subordinates.
– frustrated. Managers who are stagnant in their careers encourage a subordinate attitude in their subordinates in order to feel valued.
– Authoritarian. They are obsessed with power, they are boasters and they enjoy scaring others. Not knowing how to argue with co-workers, they like to surround themselves with kind and submissive people.
Parental or competitive
Sometimes rally driving is favored by the company’s own philosophy. Organizations with a very conservative management style encourage the emergence of people who need to be close to the boss to get promoted, but these are companies that are not market leaders and maintain an outdated organization. The same happens with the others that have long development cycles, usually family companies. They are managed in a paternalistic manner and the applicants work hard for years until they reach a responsible position.
At the other extreme are competing companies. They constantly need to innovate their work teams and tend to reward professional merit, focusing on resumes and goal achievement.
At these companies, the balls have one very short tour. Rather, they multiply in boom times when they don’t bother with superfluous expenses. But as soon as the need arises to implement a business strategy with clear goals, the balls are fired first because they represent a high cost factor for the company.
Although these characters are always willing to do whatever the boss asks them to do and will volunteer for anything, over time they become inefficient workers. However, many survive because there are bosses who trade their unproductiveness for their submissiveness: they can derive benefits other than their performance.
“Stabber” by profession
Some managers try to take advantage of the balls, but it’s an attitude HR professionals don’t recommend.
You can take advantage of his willingness to give him urgent tasks and ask him to work overtime if needed. However, it is a dishonorable attitude on the part of the boss and contradicts the organization’s philosophy. Better to cut him off and clear things up from the start.
Another way to make holding the ball profitable is to encourage competition between several ambitious colleagues to do their best at their jobs.
Some managers also take advantage of a ball by using it as a spy on its peers. But with any of these techniques, positive results occur within a very short period of time.
When the player is exposed by his fellow players – which is inevitable sooner or later – tensions arise. The consequences of the resulting distrust in a work team are usually very negative for everyone. These are the effects it produces:
– demotivation. When employees lose confidence in their work, their interest in learning and progress decreases.
– Stop ideas. Rewarding submissive attitudes does not encourage the ability to generate useful ideas that help improve the quality and effectiveness of tasks.
– Empty. The team will refuse to cooperate with the ball, and over time this attitude will negatively affect goal achievement.
– Negativity. Colleagues do not identify with the business proposition and will be inflexible to make any concessions.
– hallways. There is a risk that the team will conspire against the boss himself because of his connection to the ball and may spend more time moving both of them than working.
-Absences. Being unwell at work leads to absenteeism.
sign of identity
– The ball is always close to the boss and follows him everywhere to talk to him about everything and all his classmates.
– He is the only one who always laughs the boss’s bad jokes.
– Always says what the boss wants to hear and never anything that could bother you or challenge your ability to perform.
– Often critical without reason to make his colleague look good in front of the boss.
– When the boss is upset humor He takes it with a smile, and if he messes up, he takes responsibility.
– Does not like open confrontation. He prefers intrigue and flattery, so he often tries to be liked by all employees of the company.
– Although he works little, He overdoes everything he does and works overtime per system.
– Hides his lack of initiative ask pointless questions.