Yes-Man in your company: A Real Curse?

Xerox’s Barry Rand was right on target when he warned his people saying that “If you have a yes-man working for you, one of you is redundant”. The term “yes-man” is frequently used in a derogatory manner to describe a man or woman who is perceived to be overly agreeable and hesitant to share contrary viewpoints. I don’t think the onus is with that very individual, however. I don’t think most so-called “yes”people get that way because their work environment is such where they have a very little room to disagree with their bosses.

In my experience, most people get this way because they are responding to a mediocre culture or people in management who elicit and reward this type of behavior. Most so-called yes-men are doing what they think they need to do to surviveon a dysfunctional leadership landscape where all the signals and messages confirm for them that dissent is bad and agreement is good.

1. The Illusion of Leadership Success

Having yes-men creates a false sense of accomplishment for leaders. When the teams start consistently agree with every idea, thought and phrase, the alarm should start ringing right there. But some leaders believe their strategies are flawlessand their decisions unassailable. This illusion of infallibility breeds complacency and hinders critical self-assessment.

A leader who is never challenged will likely miss opportunities to grow and adapt, leaving the organisation vulnerable to stagnation. Moreover, yes-men often amplify this illusion by presenting overly optimistic reports or withholding bad news, further isolating leaders from the realities of their organisation. This detachment can lead to poor decision-making and long-term strategic missteps.

2. Stifling Innovation and Creativity

Innovation thrives in places where diverse perspectives are welcomed and encouraged, and dissent or disagreement is not only tolerated but valued. Yes-men, however, contribute to an echo chamber where alternative viewpoints are suppressed. Employees who might have groundbreaking ideas are discouraged from speaking up, fearing backlash or dismissal.

The absence of constructive dissent prevents such organisations from staying ahead of the competition, exploring new approaches or challenging outdated norms. Over time, this stifling environment can erode the organisation’s competitive edge, as competitors who foster innovation surge ahead.

3. Poor Decision-Making

Organisations rely on informed decision-making to navigate challenges and seize opportunities. Yes-men undermine this process by presenting skewed information and avoiding tough conversations. Without access to honest feedback, leaders may make decisions based on older trends, incomplete or inaccurate data.

Consider the case of high-profile corporate failures around the world, where a lack of dissent played a critical role. Companies that suffered catastrophic collapses, in part because internal cultures discouraged questioning and critical feedback. These cautionary tales illustrate how yes-men can pave the way for disastrous outcomes.

4. Risk of Groupthink

Groupthink is a psychological phenomenon where the desire for harmony and conformity within a group leads to irrational or suboptimal decisions. In an organization dominated by yes-men, groupthink becomes a pervasive risk. Team members prioritize agreement over critical evaluation, leading to decisions that lack rigor and foresight.

Groupthink stifles debate and blinds organizations to potential risks. It can result in flawed strategies, missed opportunities, and a failure to adapt to changing circumstances. The 1961 Bay of Pigs invasion is a classic example of groupthink, where a lack of dissent among decision-makers led to a poorly conceived operation and a humiliating failure.

5. Limiting Organisational Growth

Sustainable growth requires an organization to challenge its assumptions, identify weaknesses, and continuously improve. Yes-men hinder this process by shielding leaders from constructive criticism and perpetuating the status-quo. Without honest feedback, organizations may struggle to identify areas for improvement or recognize emerging threats in their industry.

Additionally, a culture of overly-active compliance discourages employees from taking ownership or initiative. When team members feel their voices do not matter, they are less likely to propose new ideas, take calculated risks, or contribute to the organization’s long-term growth.

How to Break Free from the Curse of?Yes-Men?

While the presence of yes-men can be detrimental, leaders and organizations can take proactive steps to mitigate this issue and foster a culture of transparency and openness.

1. Welcome Constructive Dissent

Leaders should actively seek out diverse opinions and create safe spaces for employees to share their perspectives. By encouraging dissent, leaders can ensure that their decisions are informed by a variety of viewpoints. As leaders, we don’t need to surround ourselves with ‘puppets’ or ‘yes minsters’. Let’s help create a healthy, lively and thinking work culture. Encourage teams to bring forward newer ideas, come up with logical debate, and have courage to say NO.

2. Reward Honesty and?Courage

Here the top man’s role is highly critical. S/he needs to recognize and reward employees who challenge ideas constructively or provide candid feedback. This demonstrates that the organization values integrity and critical thinking over blind loyalty.

3. Lead by?Example

Leaders must set the tone for their organizations. By admitting mistakes publicly, seeking feedback, and demonstrating humility, leaders can model the behavior they want to see in their teams and in turn, organisations.

4. Encourage Diversity

Building diverse teams with varied backgrounds, experiences, and perspectives can help counteract the echo chamber effect. Diversity fosters creativity and ensures that multiple viewpoints are considered during decision-making processes.

5. Regular Feedback Mechanism

David Rock from the NeuroLeadership Institute once said: “The fact is that we can’t prosper without it. We can’t improve if we don’t have feedback, which means measurement of outcomes, or, more subjectively, reaction to outcomes”. Especially at work, we need to know how we’re doing, are we on the right track or whether what we’re doing makes a difference, and what we can do to grow and become better at whatever we’re doing.

Wrap Up

The allure of surrounding oneself with yes-men can be tempting, especially for leaders who equate agreement with loyalty. However, the long-term consequences of this practice are far-reaching and damaging. From stifling innovation to eroding employee morale, the presence of yes-men is a curse that organizations cannot afford to ignore.

Breaking free from this curse requires deliberate effort, starting with leaders who value honesty, embrace dissent, and prioritize the organization’s success over their personal egos. By fostering a culture of openness and accountability, organizations can unlock their true potential and navigate the complexities of the modern business landscape with confidence and resilience.

Related Articles:

1. Leadership: Overcoming Blind Spots

2. Agree to Disagree at Work

About the?Author

Muhammad Sajwani is a C-Level HR, Transformation Leader, Board Advisor, Business Coach & Organisational Consultant and Managing Director, Evolve HR. He is an author, columnist and a contributor who besides writing for LinkedIn and Medium, also regularly writes for BizCatalyst 360 and has published around 500 articles. He brings along 30+ years of local & international experience. He is a change catalyst specialising in unleashing the human Dreamgenius through Leadership, Creativity and Change Management. Muhammad has been instrumental in helping organizations come to terms with organizational changes like right-sizing and business process re-engineering. His innovative approach & high personal competence encourages people to not only accept change, but also to excel in it. Muhammad has diverse experience in conducting strategic & management development programs, conferences & events for organisations across sectors. In recognition of his long outstanding services, Global HR Professionals?—?GHRP & Artificial Intelligence Community of Pakistan awarded him the “Lifetime Achievement Award” in the year 2024.