Key takeaways
- In Canadian workplaces, a narcissistic employee can quickly undermine team morale, psychological safety, and performance.
- Managers should identify early warning signs, set clear behavioural boundaries, and keep communication professional, documented, and fact-based.
- If the behaviour affects employee well-being or becomes workplace harassment, document incidents carefully and escalate through your internal HR process, in line with guidance from Employment and Social Development Canada and provincial labour authorities (ex.:CNESST in Quebec).
- Consistent leadership, clear expectations, and a team-first workplace culture aligned with Canadian HR standards help reduce the long-term impact of toxic or self-centered behaviours.
How to deal with a narcissist at work is something people often search for when they’re overwhelmed, frustrated, or exhausted, and for good reason. Narcissistic behaviour doesn’t just hurt people emotionally, it also hurts the business.
Dealing with difficult personalities is part of almost any workplace, but navigating a relationship with a narcissist can feel particularly draining.
Whether you’re an employee or a manager, narcissism in the workplace tends to disrupt trust, communication, and collaboration.
How to Recognize Narcissism in the Workplace
Narcissism at work often looks like a pattern of manipulative, self-centered, or disruptive behaviour that prioritizes one person’s ego over the team’s success.
It can erode trust, create tension, and impact performance, even when it doesn’t look extreme on the surface.
That’s why recognizing narcissistic patterns early is key, not to label someone, but to protect your team and address the impact.
Common Signs of Narcissism in the Workplace
1. Constant need for attention
Monopolizes discussions, interrupts others, redirects credit to themselves.
2. Lack of empathy
Dismisses feedback or ignores team dynamics.
3. Blame-shifting
Points fingers and avoids accountability.
4. Entitled attitude
Expects special treatment or policy exceptions.
5. Manipulation or gaslighting
Distorts facts or events to undermine others.
6. Overreaction to criticism
Displays defensiveness, anger, or passive-aggressiveness.
The Business Impacts of Narcissism in the Workplace
Narcissistic behaviour doesn’t just create interpersonal tension or difficult conversation, it silently chips away at a company’s foundations. Here’s how its impact unfolds across teams and business outcomes:
Lost time and energy
Managers and employees spend disproportionate amounts of time managing conflict, clarifying miscommunications, or repairing morale instead of focusing on meaningful work.
👉 A single toxic interaction can derail an entire team’s productivity for the day.
Higher turnover
Talented employees are more likely to leave when working with a disruptive personality becomes emotionally draining and they are unsupported by leadership.
👉 Replacing a high-performing employee can cost 1.5 to 2 times their salary.
Eroded trust
Trust takes time to build, and narcissistic behaviours like gaslighting, blame-shifting, or public undermining quickly unravel it. People begin to withhold ideas, feedback, or concerns.
👉 Innovation suffers when employees stop sharing honestly.
Weakened collaboration
In businesses like pharmacies, retail or restaurants, collaboration is key to smooth operations. Narcissistic behaviour, like taking credit, ignoring input, or turning coworkers against one another, disrupts the flow of teamwork.
👉 This leads to breakdowns during busy shifts, poor customer service and frustrated staff.
Poor decision-making
In frontline businesses, quick decisions must be based on facts and team input. When ego takes over, it can lead to snap judgments, bad scheduling, or ignoring customer feedback.
👉 Instead of solving real issues, teams waste time managing emotions or second-guessing unclear decisions.
How to Deal with a Narcissist at Work
Dealing with a narcissist at work can feel especially draining when the behaviour affects not only you, but your entire team. The goal isn’t to change the person, it’s to protect your team’s energy and reinforce a culture where toxic patterns don’t thrive.
In Canada, psychological safety in the workplace is more than a best practice, it’s a legal priority. Employers must act when behaviours risk employee well-being at work. That means you’re not expected to simply “deal with it” on your own.
Managers: 15 Strategies to Deal with a Narcissist at Work
1. Address the Behaviour, Not the Personality
Focus on what the person does, not who they are. Labelling someone as a narcissist can escalate tension. Instead, highlight specific behaviours that disrupt the team.
🔧 Quick tip: Say, “When you interrupt teammates during meetings, it discourages them from speaking up,” instead of “You’re being difficult.”
2. Set and Reinforce Clear Boundaries
Make expectations and limits explicit. Narcissistic individuals often test boundaries.
🔧 Quick tip: Reiterate team rules and consequences regularly, not just once. Also, get confortable with setting clear boundaries yourself.
3. Stay Neutral and Fact-Based
Stay calm and stick to facts, especially when addressing conflict or feedback. Avoid reacting emotionally or making assumptions about intent. Narcissistic individuals may use that against you.
🔧 Quick tip: Say, “This is the third time the report was late. Let’s talk about what’s blocking progress and find out if there something I can do to help you.”
4. Document Recurring Patterns
Keep a record of repeated behaviours, including what happened, when, and the impact on the team. This provides a foundation for accountability if the behaviour escalates.
🔧 Quick tip: Keep a private log using your HR system or personal notes.
5. Apply Consistent Consequences
In teams, people notice when rules aren’t applied equally. If one employee gets away with toxic behaviour, others may feel discouraged or start mimicking it.
🔧 Quick tip: Use your company’s discipline policy, even for high performers.
6. Support Affected Team Members
Narcissistic behaviour can target or alienate specific employees. Check in regularly to validate their experience and offer support.
🔧 Quick tip: Ask “How are you doing with that dynamic?” during one-on-one meetings.
7. Strengthen Team Culture
A strong team culture helps protect against toxic behaviour, especially in high-turnover environments like retail and hospitality. Make it a habit to recognize and reward respectful, team-first attitudes.
🔧 Quick tip: Call out examples of great teamwork or a helpful attitude. Encourage your team to do the same. You can also use a dedicated tool to give reward, like Agendrix High Fives.
8. Encourage Direct Communication
Narcissistic individuals may try to divide people or manipulate perspectives. Encourage direct, transparent communication. At Agendrix, we have a no bullshit value: everything can and should be said, all while being respectful and factual.
🔧 Quick tip: Say, “Let’s bring everyone together to clarify things.”
9. Use Values-Based Coaching
Instead of focusing on personality, bring conversations back to shared values and behaviours that support them.
🔧 Quick tip: “We value respect. Let’s talk about how to demonstrate that in interactions with colleagues.”
10. Prepare for Pushback
You might encounter denial, deflection, or even retaliation when addressing narcissistic behaviour. Stay grounded.
🔧 Quick tip: Practice your message and stick to the facts. Here is a guide to help you manage difficult conversations.
11. Lead by Example When Giving Feedback
Frontline employees often follow the tone set by their manager. If you give feedback with humility and respect, your team is more likely to do the same, especially in high-pressure environments.
🔧 Quick tip: Admit mistakes openly and ask your team for feedback.
12. Train Your Leadership Team
In fast-paced workplaces like restaurants and retail, consistency among team leads and assistant managers is essential. Make sure everyone in a leadership role knows how to respond to toxic behaviour and when to escalate.
🔧 Quick tip: Host short team monthly micro-trainings during slower hours to align on how to handle conflict or disrespectful behaviour.
Learning about Situational Leadership is a great place to start!
13. Structure Team Interactions Strategically
In environments like retail or restaurants, teamwork often happens in real-time and under pressure. Create work settings that limit opportunities for one person to dominate, while encouraging fair input from all.
🔧 Quick tip: Rotate team leads per shift or task, and pair strong communicators with those needing more guidance to balance team dynamics.
14. Use Objective Performance Metrics
It can be hard to spot manipulation when performance is judged informally. Use clear, measurable standards, like attendance, task completion, or customer feedback, to guide performance conversations.
🔧 Quick tip: Track things like shift punctuality, upselling rates, or cleanliness scores instead of relying only on team impressions.
15. Promote Psychological Safety Proactively
Ensure team members feel safe speaking up.
🔧 Quick tip: Include space in meetings for open feedback and concerns. Also, meet every member of your team individually regularly.
Employee’s Corner: 7 Practical Strategies
Recognize patterns, not isolated incidents
Notice when troubling behaviour repeats vs. just one bad day.
🔧 Quick tip: Keep informal notes of dates and events.
Set personal boundaries and stick to them
Don’t feel guilty for protecting your energy.
🔧 Quick tip: Say, “I’m not available for that right now. Let’s discuss it later.”
Limit emotional engagement
You don’t have to respond to every provocation.
🔧 Quick tip: Pause, breathe, and choose silence over argument.
Keep communication short, neutral, and factual
Less is more with manipulative personalities.
🔧 Quick tip: Avoid SMS and Facebook Messenger chats when possible. Use your official work communication channel method for clarity and traceability.
Document repeated toxic behaviours
You may need examples later if things escalate.
🔧 Quick tip: Jot down what happened, when, and who was present.
Seek support from colleagues or mentors
Don’t navigate this alone.
🔧 Quick tip: Ask trusted coworkers if they’ve noticed the same behaviour.
Escalate to HR or management if your well-being is at risk
Harassment and manipulation are not “just part of the job.” Let’s always keep in mind that making sure of employees psychological safety is a legal responsibility for employers.
🔧 Quick tip: Bring objective examples and focus on the impact.
Final Thoughts: Lead with Clarity, Not Ego
Dealing with narcissism in the workplace takes more than patience. It requires structure, communication, and a strong sense of what your organization stands for.
Whether you’re a manager or an employee, your best tools are clarity, boundaries, and a commitment to a respectful team culture. When leadership models these values consistently, toxic behaviours lose their grip.
What are the early signs of narcissistic behaviour in the workplace?
Look for consistent blame-shifting, overreacting to feedback, interrupting others, taking credit for shared work, and needing constant validation.
Should I confront a narcissist directly at work?
Only if it’s safe and professional to do so. Stay calm, stick to facts, and avoid emotional escalation, especially in customer-facing environments like retail or restaurants.
What if my manager is showing narcissistic behaviour?
If your manager is displaying narcissistic traits that affect your well-being, start documenting behaviours and escalate through HR or another trusted leader. In Canada, you have the right to a psychologically safe workplace.
Can narcissistic behaviour improve?
Sometimes, but only if the person is willing to acknowledge the issue and change. In most cases, your focus should be on setting boundaries and using formal processes when needed.
Is narcissistic behaviour considered workplace harassment in Canada?
Yes, if it creates psychological harm or a toxic work environment. Under Canadian law, employers must act. See: Work Place Harassment and Violence Prevention Regulations
How can I protect my team from narcissistic behaviour at work?
Build a team culture rooted in shared values and mutual respect. As a manager in a Canadian workplace, you’re expected to model and reinforce these behaviours every day
