What Is Weaponized Incompetence and How Can You Prevent It at Work?

What Is Weaponized Incompetence at Work?

Weaponized incompetence, also referred to as ‘strategic incompetence’ or ‘weaponised incompetence’ (UK), is when someone intentionally tries to get out of doing tasks or activities by pretending to be incompetent. When somebody displays weaponized incompetence in a work environment, it normally results in other employees having to complete work on their behalf.

It’s important to note that weaponized competence and true incompetence aren’t the same thing. Unlike genuine incompetence, which occurs when somebody doesn’t have the skills or knowledge to complete a task, weaponized competence is intentional. It’s also distinct from job difficulties that occur when someone is unsupported or doesn’t have the tools they need to do their job. This can be a common issue for those with neurodivergence in the workplace, so it’s important to recognise the difference.

What Does Weaponized Incompetence Look Like in the Workplace?

An employee displaying behaviours that are typically associated with weaponized incompetence may do so subtly or not get called out until others recognise a pattern forming. They might:

• Intentionally forget tasks so that they don’t have to do them
• Make frequent excuses for not being able to participate in meetings, asking others to stand in for them
• Pretend they aren’t sure how things work so that someone else will step in
• Give up on tasks quickly instead of seeing them through
• Delegate parts of their workload that should be completed by them or that they’ve had no issue with in the past
• Suggest others are more capable or ‘better’ at certain tasks in order to avoid doing them

Although it may sometimes be tricky to tell the difference between true incompetence and weaponized incompetence, there are some basic things to look out for. 

For example, someone with weaponized incompetence is unlikely to show any interest in overcoming their difficulties, taking on new responsibilities, or getting help. Meanwhile, someone with genuine incompetence might be more receptive to training, open to other tasks that suit their skillset, or happy to try different approaches that suit their learning style.

Why Weaponized Incompetence Is a Problem at Work

When weaponized incompetence is left unaddressed in the workplace, it can cause a whole host of issues that affect staff morale, productivity, and wellbeing. These include:

Unequal power dynamics and informal hierarchies

Although weaponized incompetence can happen at any level, when managers use weaponised incompetence as a means to start delegating leadership tasks that they should be doing themselves, it can be seen as an abuse of power. This is especially true if they expect staff members to complete additional work on top of what they’re already doing without additional pay.

Poor relations among the team

Over time, workload imbalances can lead to tensions amongst staff, which can create more fragmented teams. When staff feel ‘used’ or undervalued, they tend to naturally gravitate towards others who feel the same. This can create a sense of ‘us’ and ‘them’ in the workplace, which isn’t conducive to a healthy, productive team.

Increased stress and burnout

Those having to take on extra responsibilities are far more likely to become stressed or burnt out, which tends to lead to increased absence, lower productivity, and poor staff retention. In one study conducted by the CIPD, it was found that 76% of employees had taken time off for stress in the space of a year. This shows just how significant the impact of stress can be.

An unfair and unstable workplace culture 

Lastly, weaponized incompetence can be extremely damaging for workplace culture. If nobody intervenes when employees adopt unfair practices, it sends out the message that it’s okay for some people to do less work or manipulate others without consequences. This can be particularly damaging if certain staff members see this behaviour being enabled/not stopped and decide to do the same.

How to Prevent Weaponized Incompetence at Work

If you’re a manager or CEO and are concerned about weaponized incompetence in your place of work, there are some steps you can take to prevent it. Try the following tips to maintain a balanced and respectful environment:

Educate

Educate all employees about weaponized incompetence so that it becomes easier to spot. This can be incorporated into relaxed training sessions or workshops where you discuss company values, set clear expectations, and make sure people feel comfortable calling out unfair behaviour. Remember: all staff need to know the difference between true incompetence/genuine struggle and weaponized incompetence. If this distinction isn’t made clear, it could cause misunderstandings.

Offer solutions

It’s equally as important to state the ways in which you’re willing to support staff when they are struggling to manage their workload or finding tasks difficult. Try to make it clear that a supportive attitude means providing additional tools, training, or guidance, not doing the work for them.

Stay vigilant

Keep an eye out for subtle signs that weaponized incompetence could be happening in your workplace. You might notice staff listing more tasks during their Monday morning meetings or junior staff seeming more stressed or overwhelmed than usual.

Communicate regularly

Finally, make sure staff have regular 1:1s so that you can communicate with employees and intervene before weaponized incompetence becomes an issue.

How Managers Can Respond to Weaponized Incompetence

If you suspect you’ve spotted weaponized incompetence, it’s important to take action. Follow these steps to deal with it appropriately:

1. Talk it through: If there’s a particular individual displaying behaviours associated with weaponized incompetence, speak to them calmly and try to rule out any personal issues or other things that might be affecting them. They should be aware that you’ve noticed their behaviours and that they aren’t in line with what’s expected of them. Give them a chance to explain.
2. Offer to help: During your meeting, let your employee know that you’d like to support them to fulfil their responsibilities. Offer tools, training, or guidance. This might include assistive technology to help with note-taking in meetings, extra resources to help them stay organised, or an online course to develop their skills. 
3. Consider your next steps: Give them a chance to make things right. If the employee isn’t receptive, makes further excuses, or there’s no change after a period of heightened support or training, consider putting them on a performance review or starting a disciplinary process. 

Creating a Culture Where Everyone Contributes

As we mentioned earlier, training and education are key to preventing weaponized incompetence and making sure everyone contributes. 

In workplaces where these behaviours are brushed off and labelled as ‘not a big deal’, power imbalances get worse, dissatisfaction increases, and productivity suffers. But it doesn’t have to be this way.

If your organisation has clear, fair policies and you work hard to implement them, people will be less afraid to speak up and feel more respected for the work they do. Want to find out more about creating a fairer workplace for everyone? Take a look at our latest blogs.