In the room sat Ania, an energetic project manager with huge experience and a passion for her work. She was one of those people who usually have plenty of ideas and energy, but that day her shoulders drooped and her expression said more than words.
“I have no strength left” – she began, fiddling with a pen as if to postpone the moment when she would let it all out. “I always loved this job. For the first two years I felt I was in the right place. Our department was growing like crazy, and I really felt I had an influence on what we were doing. And then... everything started to go wrong”…
“What changed?” – I asked.
“We got a new boss. Michał arrived. At first he seemed great – very professional, composed, with excellent references. He promised to bring order and optimise processes. And he did… except that now every one of us tiptoes around the office so as not to get on his wrong side.”
Slowly sowing chaos
With every minute her story became clearer. Michał acted like a Machiavellian master – he never said anything directly, never raised his voice, but his actions were precisely aimed, like blades.
“He started with small things” – said Ania. “First he asked me about various matters to do with the team. I felt he really cared about knowing all the details. But then I noticed that the information started working against me. He used it to undermine my decisions or put me in a bad light. At meetings he said we needed to work on communication, but it always referred to me.”
With every week she felt more and more cornered. Her ideas were rejected, her decisions questioned, and people in the team began to distance themselves from her.
“And the worst thing was that he always did it in a way that made him look like someone who wanted to help. He never attacked directly; he always smiled and said: Ania, we need to discuss this, for the good of the team. After a few conversations like that I started doubting my own competence.”
The turning point
The hardest moment for her was a board meeting. She was to present the results of a project she had worked on with her team for six months. Just before the meeting, Michał called her into his office.
“Listen, maybe I should run this presentation” – he suggested with a smile. “I have a few comments of my own I’d like to add, and besides, I want to take some of the load off you.”
“I felt relieved” – she admitted. “It was one of those meetings where the atmosphere is tense, so I agreed. And then… throughout the presentation he talked about the project as if it were his idea. He didn’t even mention me. I looked at him and couldn’t believe what I was seeing. And after the meeting he said to me: ‘See how well that went – together we make a really great team.’ I felt I was falling apart inside.”
Looking for a way out
“Why did you stay at the company so long?” – I asked after a moment of silence.
“Because I kept thinking it would change. That maybe I had misunderstood something. Michał never attacked directly. He never gave me a clear signal that I was the problem. It was always subtle hints, suggestions. I felt like I was in a game whose rules I didn’t know.”
An action plan – time for a change
“Ania, you are not the first person to have met a leader like this. Nor are you the one who made a mistake – because you are not the problem.”
She looked at me as if waiting for permission to finally admit it.
“A Machiavellian in the role of boss acts like a silent destroyer. Their goal is power, not the team’s development. They manipulate people and stir up conflict so as always to have the upper hand. The best thing you can do now is regain your sense of agency and look for a place that will truly value your competencies and values.”
“You’re right” – she said with new energy. “I already have two offers. I just need help to make sure I don’t end up with another boss like Michał.”
“That’s exactly what we’ll focus on” – I replied. “We’ll find a place that deserves you.”
How to make sure your next boss isn’t a Machiavellian?
Pay attention to the new boss’s communication style
In the job interview, observe how your future boss talks about former colleagues or teams. Do they focus on cooperation and development, or do they mainly emphasise their own merits and successes? A Machiavellian often belittles others to promote themselves.Ask about the feedback culture
Ask what the process of giving feedback looks like. In a healthy environment, feedback is open and constructive, not a “smokescreen” for undermining decisions or manipulating employees.
A sample question: “How does the company deal with mistakes and project difficulties? What happens when something doesn’t go according to plan?”
Avoiding specifics? Watch whether your future boss avoids concrete answers
Machiavellians often speak in generalities instead of answering questions clearly. If contradictory information or evasive answers come up during the interview, it may be a warning sign.Find out how the team is managed
Ask how the manager supports employees’ development and builds the team. A person with a healthy approach will talk about delegating tasks, support and development. A Machiavellian will focus rather on controlling results and “crisis management”.
A sample question: “Can I talk to someone from the team about their experience of working here?”
Check opinions online
Opinions about the company, and especially its management, can often be found on sites such as LinkedIn. Look for patterns in the comments – especially mentions of manipulation, lack of transparency and office politics. See whether people are proud to work at the company and show it on their profiles.Trust your intuition
Sometimes your own instinct is the best radar. If you feel uneasy after meeting your future boss, look into it more closely. Our subconscious often picks up signals we can’t yet name.
Most importantly: A Machiavellian in a leadership role can effectively mask their intentions, but with the right vigilance and smart questions you can recognise them early on. Don’t be afraid to dig deeper, and choose places that truly match your values and working style.
