Queen bee syndrome
What is queen bee syndrome?
Coined by Rosalind Chait Barnett in 1970, queen bee syndrome refers to a situation where a senior female in a position of authority undermines other female coworkers, particularly subordinates or those who are at a lower level in the workplace hierarchy. It emerged during a time when roles for women were especially limited, and workplace success often meant conforming to male-dominated work cultures. In these environments, women may have felt the need to distance themselves from their female peers in order to maintain their own status or access leadership roles.
Someone exhibiting queen bee behavior might look at their female colleagues as competition and act in ways that hinder their productivity, career progression, or well-being. These dynamics often occur in male-dominated industries, where the senior authority might feel threatened by the idea of other women taking her place. Contributing factors include feeling of insecurity, organizational dynamics, and societal pressure.
What are the characteristics of queen bee syndrome?
Distances themselves from others:
An individual with queen bee syndrome distances herself from others and treats colleagues as rivals rather than teammates.
Gatekeeps opportunities:
She often prioritizes her own career advancement and development and refuses to mentor others or provide opportunities to junior colleagues.
Projects high self-esteem:
While she may project confidence outwardly, she often feels threatened by others.
Shows no empathy:
She tends to dismiss the challenges others face instead of being empathetic and compassionate about their experiences.
Perfectionist tendencies:
Individuals with this syndrome often set unrealistic standards for themselves and others, which can cultivate a culture of perfectionism. They often treat those who do not meet their "standards" critically.
Adopts a hyper-masculine leadership style:
A queen bee often feels the need to demonstrate her toughness in a male-dominated industry to prove that she belongs.
What are the effects of queen bee syndrome?
If left unchecked, queen bee behavior can harm individuals and the overall workplace culture.
Increased stress and burnout:
The competitive and unsupportive environment can heighten employee stress. This can lead to decreased motivation, which eventually leads to burnout.
Toxic or hostile work environment:
A hostile environment where there's no collaboration discourages employees and can lead to poor management, increased conflicts, and a lack of trust.
Loss of mentorship opportunities:
The lack of support and refusal of mentorship ends up stifling junior colleagues' full potential.
Unintentional sexism:
When a woman in leadership withholds support from female employees and abuses the power dynamic, she takes part in hindering gender equality and inclusion.
How can queen bee syndrome and its effects be prevented?
To prevent the queen bee syndrome:
- Encourage structured mentorship programs.
- Appreciate and offer perks that motivate employees.
- Address gender bias openly.
- Listen to employees’ concerns and address them quickly.
- Create a workplace culture where employees can speak up without fear.
Is queen bee syndrome always associated with women in the workplace?
The term originated to describe women in senior positions undermining other women, and therefore specifically refers to women seeing other women as competition in the workplace. However, similar dynamics and underlying behavior—where a marginalized employee distances themselves from others in their group due to a scarcity mindset—can occur with men or in mixed-gender situations.
What should be done when an employee is negatively impacted by queen bee syndrome?
- Create a safe space where employees can ask for help.
- Encourage the affected employees to document the incidents.
- Keep a record of the employees who exhibit the characteristics of queen bee syndrome.
- Address the pattern before it escalates.
- Adjust the hierarchy to protect the affected employees
- Provide a leadership development program where senior employees can address their insecurities and shift towards a more collaborative approach.