When your line manager is a psychopath - snakes in suits

Yes, there is a book (brilliant if you ever get a chance to read it) called Snakes in Suits: When Psychopaths Go to Work, released in 2006. Paul Babiak, an industrial psychologist, and Robert D. Hare, a criminal psychologist, co-authored this nonfiction work. The book investigates how individuals with psychopathic tendencies infiltrate and advance within corporate environments through manipulation and deception. It presents a five-phase model outlining their typical progression: entry, appraisal, manipulation, conflict, and ascent.

According to Babiak and Hare, psychopaths account for around 1% of senior corporate positions. They emphasize that these individuals often conceal their true nature, making it difficult for colleagues to recognize their manipulative tactics.

While psychopathy is rare, narcissistic tendencies in leadership are far more common. These leaders crave admiration, exploit others for personal gain, and struggle with empathy—traits that contribute to toxic workplace dynamics. Though they may not meet the clinical definition of psychopathy, their need for control and validation can drive them to manipulate or undermine others.

From my perspective, the "snakes" referred to in a workplace often include punitive leaders. To be clear, not all punitive leaders are snakes, nor are all snakes punitive leaders. However, punitive leadership is far more prevalent in corporate spaces, and while these individuals are not necessarily psychopaths, they do share some similarities with narcissistic leaders. Both prioritize power and control over collaboration and trust, often fostering environments of fear rather than growth.

Identifying a Punitive Leader

A punitive leader relies on fear, punishment, and control rather than trust and empowerment. They create a culture of anxiety, where mistakes lead to consequences instead of learning opportunities. Here are some key traits to watch for:

1. Communication Style
They publicly criticize or humiliate employees for mistakes, rely on threats and intimidation ("If you don’t hit the target, you’re out"), and prefer top-down, one-way communication, leaving employees feeling unheard.

2. Decision-Making & Control
These leaders micromanage excessively, enforce rules arbitrarily to maintain control rather than fairness, and prioritize punishment over coaching and development.

3. Emotional & Psychological Impact
They create a fear-based culture where employees hesitate to speak up, leading to high turnover and burnout. Psychological safety is absent, and mistakes are met with penalties instead of constructive feedback.

4. Responses to Conflict & Performance Issues
They retaliate against those who challenge them, show favoritism by protecting certain employees while scapegoating others, and deflect accountability by blaming subordinates for failures while taking credit for successes.

5. Company Culture Red Flags
These workplaces are marked by high stress and low morale, a lack of innovation due to fear of failure, and an authoritarian structure where open dialogue is discouraged, and decisions are imposed rather than discussed.

I would be pleasantly surprised if you told me you have never worked in an environment where this type of leadership was present.

How to Handle a Punitive Line Manager

If you report to a punitive leader, navigating the situation carefully can help protect your well-being and professional growth. One effective approach is to manage expectations and set clear boundaries early on. Understanding their triggers and preferred communication style can help you avoid unnecessary conflict while maintaining your integrity.

Another key strategy is to document important conversations and decisions. Keeping records of emails, meeting notes, and key interactions ensures clarity and can be useful if you need to address concerns formally in the future. This isn't about being defensive but about maintaining an objective account of expectations and outcomes.

Building strong relationships within the organization is also beneficial. Having allies—whether colleagues, mentors, or other leaders—creates a support system that offers guidance, reassurance, and alternative perspectives on handling difficult situations. A strong network can also open doors to new opportunities beyond the immediate challenges posed by your leader.

Focusing on solutions rather than problems makes interactions more constructive. Instead of pointing out unfairness directly, framing conversations around process improvements and better outcomes can shift the dynamic. This positions you as proactive rather than confrontational, which can be particularly useful when dealing with someone who reacts negatively to criticism.

Prioritizing self-care and emotional resilience is crucial. Recognizing that their leadership style reflects them—not your worth or capabilities—can help maintain your confidence. Engaging in stress-reducing activities such as exercise, mindfulness, or personal interests can provide balance and perspective, making workplace challenges easier to manage with a clear mind.

When Enough Is Enough

There comes a point when enduring a punitive leader is no longer a challenge to navigate but a cost too high to bear. When the stress begins to affect your health, your confidence erodes, and you find yourself constantly second-guessing your worth, it may be time to go. If fear replaces learning, if you’re walking on eggshells instead of growing, and if every day feels like survival rather than progress, the environment is no longer serving you. The clearest sign is when staying means compromising your values, well-being, or future prospects. No job is worth losing yourself over, and sometimes, the most powerful move is to step away and invest your energy where it is valued, not punished.

What if I am the "snake"?!?

If you suspect you might be the punitive leader, it’s worth pausing to reflect. Being a leader comes with pressure, and sometimes, it’s easy to default to control, punishment, or fear as a way of maintaining order. However, ask yourself: is your team thriving, or are they merely surviving? Do people feel free to express ideas, take risks, and grow, or do they shrink in the face of your authority? Shifting from punitive tactics to fostering trust and empowerment can radically transform your team's performance and morale. It starts with self-awareness. Recognize that leadership is about guiding, not intimidating. Take steps to foster open communication, create a safe environment for learning from mistakes, and encourage collaboration. Adapting your style doesn’t mean losing authority; it means gaining respect and building a stronger, more resilient team.