By Amaechi Agbo

In every establishment, there are those who rise by merit, and others who survive by licking boots. While the former adheres to rules of their engagement and go extra mile to add value to the system, the latter strive to earn favour through sycophancy.

They don’t challenge the status quo. They don’t bring fresh ideas. They just clap, nod, and echo whatever the boss says, right or wrong. In a nutshell, they are the “oh yes staff members”. Interestingly, the people in chain of command see them as being more useful to the system.

Definitively, the term “bootlickers” refers to individuals who excessively flatter or try to gain favour with their superiors, often at the expense of their own integrity or the well-being of others.

They are professionals in “eye service” and would stop at nothing to bring down staff members who question their insincere motives.

Often times, the Chief Executive aligns with them to punish others. They a specialists in rumour-mongering, reporting every cough and any sneeze to the boss. Whereas their intention may appear innocuous, the reaction of the boss towards them makes things difficult in the system often times stagnating production and inhibiting promotion

Great leaders don’t need praise singers. They need truth tellers. They need bold, competent people who respectfully disagree, ask tough questions, and offer better solutions.

Synonyms for “bootlicking” include terms like fawning, obsequious, sycophantic, toadyish, and servile. Other words that describe the action of flattering or pleasing someone in a submissive way are truckling, currying favour, and sucking up. In essence, these words all convey the idea of someone trying to win favour or approval through insincere flattery and excessive deference

In the context of the workplace, bootlicking can indeed be a threat to growth and productivity in the following areas;

Lack of constructive feedback: Bootlickers may be reluctant to provide honest feedback or criticism, fearing it may jeopardize their relationship with their superior. This can lead to unaddressed issues and missed opportunities for growth.

Unhealthy work environment: Bootlicking can create a toxic work environment where sycophancy is rewarded, and independent thinking is discouraged. This can lead to low morale, high turnover rates, and decreased job satisfaction.

Inefficient decision-making: When bootlickers prioritize pleasing their superiors over providing objective input, it can result in poor decision-making. This can have far-reaching consequences, including financial losses, damaged reputation, and decreased competitiveness.

Stifling innovation: Bootlicking can stifle innovation and creativity, as individuals may be less likely to propose new ideas or challenge existing practices. This can lead to stagnation and a lack of progress.  

Erosion of trust: When employees perceive that bootlicking is tolerated or rewarded, it can erode trust in the organization and its leadership. This can lead to decreased motivation, engagement, and commitment.

To mitigate the negative effects of bootlicking, organizations can foster a climate that values and promotes constructive feedback and open communication, independent thinking and innovation, objective decision-making, transparency and accountability and employee empowerment and autonomy

By promoting these values, organizations or establishments can create a healthy and productive work culture that encourages growth, innovation, and success.

Real progress comes when we reward courage, not cowardice in disguise. Let’s build cultures where people rise by competence, not by compliance.

Amaechi Agbo is a Social Commentator, Journalist