This workplace behaviour is ‘the biggest reason for a company’s downfall’: Why DARVO tactics must be addressed

Use civilization acceptable assessments and situational judgement exercises during interviews to gauge however candidates respond to feedback. (Source: Freepik)

But what precisely is this? We crook to Gurleen Baruah, organisational scientist astatine That Culture Thing, for the reply to this question. 

The DARVO method

Baruah mentions, “The DARVO method, which stands for Deny, Attack, and Reverse Victim and Offender, is simply a manipulative maneuver utilized to debar accountability and displacement blame. In a workplace context, this tin manifest erstwhile an worker receives feedback oregon constructive disapproval and uses DARVO to deflect responsibility.”

Deny: The worker archetypal denies the contented outright. For example, if a manager tells an worker that they’ve been missing deadlines, the worker whitethorn respond by saying, ‘I don’t deliberation that’s true, I’ve been connected apical of everything,’ adjacent if there’s documented grounds of the delays. This refusal to acknowledge the issue stalls immoderate productive speech and avoids taking work for the behaviour.

Attack: After denying the problem, the worker whitethorn crook the speech into an onslaught connected the feedback giver. They could say, ‘You’re ever picking connected me,’ oregon ‘You don’t admit however hard I’ve been working.’ By doing this, they divert attraction from their ain actions and enactment the idiosyncratic giving the feedback connected the defensive, often creating tension oregon frustration successful the process.

Reverse Victim and Offender: In this last stage, the worker presents themselves arsenic the unfortunate and portrays the manager arsenic the aggressor. They mightiness accidental thing like, ‘You’re unfairly targeting me, and this is conscionable different example,’ making it look similar they’re the 1 being wronged. This shifts the absorption from their behaviour to their perceived mistreatment, leaving the feedback giver feeling blameworthy oregon unsure astir their critique.

Why is it indispensable for companies to recognise and code this behaviour?

Baruah asserts, “It is indispensable for companies to recognise and code DARVO behaviour aboriginal connected because, if near unchecked, it tin dilatory erode workplace culture, foster toxicity, and harm wide productivity.” 

This leads to employees gossiping, blaming others for their ain mistakes, and engaging successful passive-aggressive behaviour, Baruah adds. “Over time, this fosters an situation wherever radical nary longer consciousness comfy providing feedback oregon holding each different accountable, starring to a civilization of mistrust and disengagement. The lack of consequences for those who usage DARVO tactics signals to others that manipulation and deflection are acceptable, which tin destabilise adjacent well-functioning teams.”

Steps managers tin instrumentality to forestall the DARVO method from taking basal successful a company

Baruah suggests the following:

Hiring Right: Use civilization acceptable assessments and situational judgement exercises during interviews to gauge however candidates respond to feedback. 

One-on-One Coaching: Despite champion efforts, if an worker starts exhibiting DARVO behaviours, aboriginal involution is key. One-on-one coaching tin assistance the worker recognise their behaviour.

360-Degree Feedback: Implement 360-degree feedback assessments, wherever employees person feedback from assorted sources, specified arsenic peers, nonstop reports, and managers.

Performance Tracking with KRAs and OKRs: Use KRAs and OKRs to way show metrics similar gathering deadlines, ownership of tasks, and follow-through connected responsibilities. 

Clear Behavioural Expectations: Make definite the company’s expected behaviours — specified arsenic accountability, openness to feedback, and collaboration — are intelligibly communicated.