Organizational Wellness

Coercive Power at Work: Spot It, Stop It, and Create a Thriving Workplace

Last Updated Mar 11, 2025

Time to read: 9 minutes

Are your leaders ruling with an iron fist instead of an open hand? If so, you might have a coercive power problem on your hands.

Coercive leadership can be a toxic presence in your workforce that trickles down to your star employees. Nipping this behavior in the bud and supporting employee wellness isn’t just good karma — it’s good business. As revealed in Wellhub’s Return on Wellbeing report, 56% of companies see a return of over 100% from their wellbeing programs — meaning they get more than $2 back for every $1 invested.

As an HR leader, you can do your part to deter this by learning how to spot coercive behavior and how to transform your workforce into a collaboration station.

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What Is Coercive Power?

Coercive power is the ability of an individual or organization to influence others through the threat of punishment or negative consequences. It’s a form of power based on fear, where compliance is driven by the desire to avoid repercussions rather than by genuine agreement or motivation.

In the workplace, coercive power can be exercised by managers or leaders who use the threat of demotion, dismissal, poor evaluations, or other disciplinary actions to enforce rules or achieve desired behaviors. While it can be effective in the short term, reliance on coercive power can lead to resentment, low morale, and reduced engagement among employees.

Infographic explaining coercive power as influence through threats or punishment. It highlights workplace examples like demotion or dismissal and notes its short-term effectiveness but long-term harm to morale and engagement.

You may have seen it in action before: a boss who exercises dictatorial power, where “my way or the highway” is a daily mantra. That’s the world of coercive power, the Darth Vader of leadership styles. Those exercising coercive power use fear, threats, and punishment to get people to do what they want. Think less “team leader” and more “playground bully with a corner office.”

But the worst part is that while coercive power may yield short-term results, it’s not at all sustainable. It’s the leadership equivalent of using a sledgehammer to hang a picture — sure, you’ll make an impact, but you’ll probably end up with a lot more damage than you bargained for. In fact, it’s the least effective leadership style, according to Harvard Business Review.

Alternative Forms of Power

There’s more than one way to lead a team to victory, and using coercive leadership isn’t it. Here are four healthy and effective leadership styles you can try:

Reward power

This is like being the office Oprah — “You get a bonus! You get a promotion! Everyone gets a paid day off!” It’s all about motivating your team with positive reinforcement. Although it can lead to good results, it could also be unsustainable if you're too generous, as offering continuous rewards to employees can get pricey. It’s a good idea to use it but only in moderation.

Legitimate power

This is the authority that naturally comes with a position or title. When used effectively, it's all about leveraging your role to guide and empower your team. This leadership style is less about flexing your muscles and more about responsibly wielding the authority you’ve been given. You can do this by setting clear expectations, providing necessary resources, and creating an environment where your team can thrive.

Expert power

This is when people follow you because you know your stuff. When it’s clear that you’re an industry expert and have the experience, results, and knowledge to back it up, people will listen to you because it’s in their best interest to do so. The best part? You don’t need a fancy title to have this power — you just need a brain full of useful knowledge and the skills to back it up. This is where things can get very interesting, as even higher-ups may come to you for help.

Referent power

Remember the cool kids' table at lunch in high school? Somehow, the cool kids garnered everyone’s respect despite not necessarily being more powerful than the rest of the class. This is referent power, which relies on charisma and likability. It’s the power of being the kind leader everyone wants to follow — not because they have to, but because they genuinely like and respect them.

The Impact of Coercive Power on an Organization

Using coercive power in your organization is like inviting a vampire into your office. It might seem exciting at first (a mythical creature!), but before you know it, everything’s drained of life, and you’re left wondering where everything went wrong. Short term, you might see some results. People will jump when you say jump, and your to-do list will get checked off right away as people scurry to avoid getting yelled at. But long term? It’s guaranteed to wreak havoc.

Employee morale will plummet like a carnival drop tower. Creativity? That will shrivel up like a raisin in the sun. Innovation? Forget about it. Your employees will be so focused on avoiding punishment that they will play it safe, no matter what. Oh, and that’s not all — your turnover rates will skyrocket as your best talent runs for the hills, leaving you with an extremely fragile team.

Ultimately, ruling by fear is a toxic leadership style that only weakens your organization. After all, happy employees are productive employees, as employee happiness increases productivity by over 10%, according to the EU Business School. And nobody's happy when they're being coerced.

Identifying Coercive Power in the Workplace

Since coercive power can degrade a workplace, it's critical to spot it as fast as possible so you can head it off before it takes root in your organizational culture.

Red Flags and Warning Signs: The “Uh-Oh” Moments

Watch out for those crystal-clear red flags that are easy giveaways of a coercer. Spotting any of these on any of your managers, HR leaders, or anyone should be a sign of concern:

The threat master: This leader’s favorite phrase is “or else.” They hand out ultimatums for any reason, even when not warranted. This will kill your team’s morale in no time, as employees will get used to working under extreme stress. Because let’s face it, if your team is putting out fires all the time, then you've got some organizational issues going on that need to be addressed first.
The punishment enthusiast: They’ve got more creative penalties than a reality TV show. Missed a deadline? Enjoy your new desk in the broom closet. Made a typo? Say goodbye to your lunch break for a week.
The expert micromanager: They’re watching you. Always. Like Santa Claus, but creepy and without presents — so basically a corporate Elf on the Shelf. They trust their team as far as they can throw them, which doesn’t allow flexibility, creativity, or independence.
The emotional rollercoaster: One minute they’re all smiles and the next they’re colder than the office air conditioning in July. Their mood swings give the team more whiplash than a Formula 1 race. This type of leadership can be extremely confusing for employees, who won’t be able to pick up reliable cues from their supervisors.
The blame game champion: When things go wrong, they point fingers. Taking ownership of anything in the office isn’t in their modus operandi, and everyone knows it.

Subtle vs. Overt Forms of Coercion

Not all coercive leaders wear their villainy on their sleeve. Some are more delicate but no less destructive. Coercive leaders typically fall into two categories:

Overt coercion: The bull in the china shop approach. It’s loud, clear, and leaves a trail of destruction — and terrified employees. Think public humiliation, blatant threats, and punishments that would make a kindergartner cry.
Subtle coercion: The ninja approach. It’s sneaky, and before you know it, your team is stressed to death. This is a common problem, as about two out of three employees in the United States find their jobs to be a significant source of stress, according to OSHA. Look out for signs like passive-aggressive comments, withholding information or resources, and favoritism that create a climate of fear.

The Role of Organizational Culture

Organizational culture is like the weather — you quite simply cannot go swimming in a thunderstorm. Some cultures are sunny and bright, fostering growth and collaboration. Others are more like a perpetual thunderstorm of doom. You already know what this does to an organization’s morale.

So, how do you create a company culture that fosters healthy leadership styles? Let’s first take a look at some traits that promote coercive power:

“Success at any cost” mentality: When the end always justifies the means, coercion becomes the norm.
Lack of accountability: If the big bosses get away with it, why can’t everyone else?
Fear of speaking up: When whistleblowers are seen as troublemakers, coercion thrives in the shadows.
Hyper-competitive environments: When it’s every person for themselves, coercion becomes a survival tactic.

A positive work environment can improve employee performance, commitment level, and achievement-striving ability, according to an article published in Frontiers in Public Health. To foster an office environment that discourages coercion, try promoting these traits:

Transparency is king: When information flows freely, coercion has nowhere to hide.
Feedback is a gift: Regular, constructive feedback leaves no room for fear-based tactics.
Collaboration over competition: When teamwork makes the dreamwork, coercion isn’t necessary.
Leadership by example: When the big cheeses lead with kindness and respect, it sets the tone for the whole organization.

Examples of Coercive Power

Let’s take a tour through the hall of shame of leadership tactics. These examples of coercive power are a good “What not to do” guide for aspiring leaders:

The overtimetyrant: “If you don’t finish this project by working late every night this week, don’t bother coming in on Monday.” Because nothing says “teamwork” like threatening job security, right?
The promotion dangler: “Keep quiet about that ethical violation, or you can kiss that promotion goodbye.” No easier way to destroy trust.
The public shamer: “Let’s discuss why Sarah’s performance is subpar in front of the entire team.” Not many psychologists have ever said that humiliation is a good motivator.

Avoid the Use of Coercive Power: Concrete Steps HR Can Take To Create a Positive Work Environment

Ready to turn your office from The Hunger Games to a Good Place to Work? Here’s how your HR department can create a positive work environment:

Implement a feedback system: Regular check-ins mean issues get addressed before they become CEO-sized problems.
Provide leadership training: Teach managers the art of motivation without manipulation.
Foster a speak-up culture: Encourage employees to voice concerns without fear.
Recognize and reward positive leadership: Give shout-outs to the good guys. This will encourage positive behavior.

Transform Your Workplace: From Coercion to Collaboration

Coercive power might seem like a quick fix for getting things done, but it’s not at all sustainable. By identifying and addressing coercive behaviors, HR leaders can create a healthier, more productive environment where employees thrive — not just survive.

A comprehensive employee wellbeing program can be a powerful antidote to coercive leadership practices. By focusing on holistic wellness, organizations can create a culture of trust and mutual respect. This is critical, as over nine of 10 employees think it’s important for their workplace to care about their wellbeing, according to the American Psychological Association.

Ready to transform your workplace from a pressure cooker to a collaborative paradise? Wellhub can help. Our Wellbeing Specialists can help you craft the perfect benefits package to promote a healthier company culture.

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