There’s a long-standing fascination in business with the so-called “alpha” employee, the high-achiever who dominates meetings, drives results, and commands attention. They’re ambitious, outspoken, and seemingly indispensable. But as many UK workplaces are beginning to realise, when assertiveness tips into aggression, the culture can quickly sour.
We often see the same tension play out: companies want go-getters, but they also want collaboration, empathy, and long-term stability. The question is, can you have both?
The Alpha Myth
For decades, corporate culture has celebrated dominance. The louder voice in the meeting was seen as the voice of leadership. The person willing to stay the latest or take the toughest call was deemed the “natural leader”. But the truth is, many of these so-called alpha traits can conceal something less productive: insecurity, poor teamwork, and an inability to listen.
Rewarding this behaviour sends a message that competitiveness equals competence. But does it really? Not always. When success is measured by who talks the most or closes the fastest, quieter forms of leadership are sidelined: the reflective thinkers, the careful listeners, the people who make teams stronger, not just louder.
When Drive Turns Destructive
Ambition isn’t the enemy; it’s vital. But unchecked competitiveness breeds tension and burnout. It can create an atmosphere where employees see one another as rivals rather than collaborators. In recruitment, we know this all too well. Environments that glorify aggression tend to churn through talent faster than they can replace it.
In contrast, workplaces that promote psychological safety, where people feel respected, heard, and valued, consistently outperform those built on bravado. The research backs it up. Teams with trust and empathy outpace those driven by ego every time.
Rethinking What “Leadership” Looks Like
Maybe it’s time we broadened the definition of what makes a great employee. Leadership isn’t just about dominating; it’s about elevating. True leaders don’t need to win every argument. They need to create space for others to contribute.
At Proximity Recruitment, we encourage businesses to spot the difference between healthy ambition and toxic competitiveness. Ask yourself:
- Does this person inspire others or intimidate them?
- Are they driving progress or simply seeking credit?
- Do they make the team better, or smaller?
Rewarding collaboration doesn’t mean rewarding complacency. It means recognising that sustainable success comes from balance, the mix of drive, humility, and emotional intelligence.
The Bottom Line
Promoting your “alphas” might deliver short-term results, but long-term success comes from cultivating cultures where everyone can thrive, not just those who shout the loudest. The best workplaces are no longer ruled by the loudest in the room but by the ones who make room for others.