Workplace culture plays a pivotal role in determining the overall success of an organisation. However, there are certain behaviours that can disrupt a healthy and productive environment, posing significant challenges to both teamwork and growth. One such behaviour has been flagged by a content creator as especially damaging, affecting everything from employee morale to company strategy. Sarthak Ahuja mentions in his Instagram reel, “There is one category of people which should be fired from all organisations immediately. They are the biggest reason for a company’s downfall and why a lot of families break. They are the ones who use the DARVO method.” But what exactly is this? We turn to Gurleen Baruah, organisational psychologist at That Culture Thing, for the answer to this question. The DARVO method Baruah mentions, “The DARVO method, which stands for Deny, Attack, and Reverse Victim and Offender, is a manipulative tactic used to avoid accountability and shift blame. In a workplace context, this can manifest when an employee receives feedback or constructive criticism and uses DARVO to deflect responsibility.” Deny: The employee first denies the issue outright. For example, if a manager tells an employee that they’ve been missing deadlines, the employee may respond by saying, ‘I don’t think that’s true, I’ve been on top of everything,’ even if there’s documented evidence of the delays. This refusal to acknowledge the issue stalls any productive conversation and avoids taking responsibility for the behaviour. Attack: After denying the problem, the employee may turn the conversation into an attack on the feedback giver. They could say, ‘You’re always picking on me,’ or ‘You don’t appreciate how hard I’ve been working.’ By doing this, they divert attention from their own actions and put the person giving the feedback on the defensive, often creating tension or frustration in the process. Reverse Victim and Offender: In this final stage, the employee presents themselves as the victim and portrays the manager as the aggressor. They might say something like, ‘You’re unfairly targeting me, and this is just another example,’ making it seem like they’re the one being wronged. This shifts the focus from their behaviour to their perceived mistreatment, leaving the feedback giver feeling guilty or unsure about their critique. Why is it essential for companies to recognise and address this behaviour? Baruah asserts, “It is essential for companies to recognise and address DARVO behaviour early on because, if left unchecked, it can slowly erode workplace culture, foster toxicity, and damage overall productivity.” This leads to employees gossiping, blaming others for their own mistakes, and engaging in passive-aggressive behaviour, Baruah adds. “Over time, this fosters an environment where people no longer feel comfortable providing feedback or holding each other accountable, leading to a culture of mistrust and disengagement. The absence of consequences for those who use DARVO tactics signals to others that manipulation and deflection are acceptable, which can destabilise even well-functioning teams.” View this post on Instagram A post shared by Sarthak Ahuja (@casarthakahuja) Steps managers can take to prevent the DARVO method from taking root in a company Baruah suggests the following: Hiring Right: Use culture fit assessments and situational judgement exercises during interviews to gauge how candidates respond to feedback. One-on-One Coaching: Despite best efforts, if an employee starts exhibiting DARVO behaviours, early intervention is key. One-on-one coaching can help the employee recognise their behaviour. 360-Degree Feedback: Implement 360-degree feedback assessments, where employees receive feedback from various sources, such as peers, direct reports, and managers. Performance Tracking with KRAs and OKRs: Use KRAs and OKRs to track performance metrics like meeting deadlines, ownership of tasks, and follow-through on responsibilities. Clear Behavioural Expectations: Make sure the company’s expected behaviours - such as accountability, openness to feedback, and collaboration - are clearly communicated.
