Controlling Business Parasites

Parasites are very clever, adaptive, manipulative, and sometimes deadly creatures, as I discovered from my degree in Applied Zoology. I recently reflected on the impact of business parasites who suck the ‘blood’ out, in terms of money, energy, time, confidence, or positivity. The question is how to control them before they do too much damage.

Whilst I use the metaphor of parasite, it is important to remember these are people with their own needs and emotions, trying to survive, and it is their behaviours that can be parasitic. These may have been learnt or are a genetic trait. Most likely, they are unaware of the impact they are having. Empathy is important to a point, but when they are damaging the business or affecting your wellbeing, it is time to act.

“We humans are the greatest of earth’s parasites.” Martin H. Fischer

Impact of Behaviours

Depending on the type you are dealing with, the impact of behaviours can vary.

• Money monopolisers, such as shareholders, vital employees or some customers can make unreasonable demands, which drain your resources. The behaviour may be caused by an over-inflated ego which believes it is worth more and will keep taking more.
• Mood hoovers can suck the energy out of the business and reduce productivity by it being all about them and their problems.
• Time takers can be disorganised, demand too much attention, and take up a disproportionate amount of your precious time.
• Self-confidence smashers can knowingly or unwittingly destroy your sense of self-esteem through lack of respect, belittling or other tactics. For some, reducing your self-esteem helps them feel bigger.
• Negative ferrets can kill positivity and initiatives for change, which can prevent the business progressing. They always see the worst in a situation and can drag others down with them.

Recognising the Parasites

Parasites are very good at disguising their presence and can con their host into thinking there is a symbiotic relationship. However, there is more often an imbalance on who is gaining the most, rather than a win-win. It is important to be on your guard and assess whether there is mutual benefit in any relationship, at whatever level of the organisation. Watch out for toxic behaviours and the impact these are having.

The first part is to understand why they behave the way they do. If you appreciate their needs, it is easier to plan how to deal with them. Most parasites have a life cycle and when they have satisfied themselves on one host, they move on. This may not always be the case with people’s behaviours!

You may require control measures to curb their activity. Doing nothing is a dangerous option and early intervention, whilst you and the business are in a strong position, is more likely to result in success.

“…..to get that successful when you’re so young, it attracts hangers-on, parasites, people who want to feed off you.” Mike Oldfield

Control Measures

It is best to have a multi-pronged approach of personal protection, environmental control and intervention.

1. Personal Protection

Consider how these people are impacting on you and how you are responding. You may not be able to change them directly, but you can control your own feelings and thoughts. Someone can only hurt you if you let them. Take time to listen to yourself and protect what is vulnerable. It requires not taking these behaviours personally, which can be hard.

People will treat you as they see you. If you act the victim, you risk becoming their prey. You can choose to build a protective shield around you.

Mental resilience and emotional intelligence can offer protection from these effects. Courage and assertiveness to have those fierce conversations can nip things in the bud. You may have to accept it is going to be painful for a time, but the longer you put it off, the harder it will be.

2. Environmental Control

Setting expectations and having the right values and culture can create an alien environment for a ‘parasite’. Where effective systems and processes are in place, this can prevent the behaviours establishing themselves in the first place. Robust procedures can stop money, energy and culture being eroded. Strong accountability will highlight what is happening at an earlier stage and stop a breeding ground for others to emulate the behaviours.

“I think being able to refer to a healthy culture, core values, expected behaviours, and clear vision allows transparency of everyone’s expectations.” Dan Rose-Bristow, MD, The Torridon

While total eradication may not be possible, curbing it to an acceptable level is achievable. Regular ‘cleaning’ can be done by openly talking about what is acceptable and unacceptable and calling out misdemeanours.

3. Intervention

Sometimes it is just about saying no to their demands, but this little word can be one of the hardest to say.

If the situation is severe or well established, then it may require more drastic measures and ‘surgical’ removal. Again, this may involve short term pain, but for long term gain. If the relationship is very close, then you might choose to call in outside assistance to mediate or negotiate the out.

Times are tough for many businesses and anyone who is taking a disproportionate number of resources is a serious threat.  It is about being vigilant and having the strength to deal with this early on.

Thriving in a Healthy Business Ecosystem

Rather than simply focusing on removing business parasites, the key to long-term success is creating an environment where positive, productive behaviours thrive. By setting clear expectations, fostering a strong culture, and developing personal resilience, you can minimize the impact of negative influences while empowering those who bring real value.

A business, like any ecosystem, flourishes when there is balance. Encouraging collaboration, recognizing contributions, and promoting open communication can help ensure that resources are used effectively, and relationships remain mutually beneficial. By staying vigilant and proactive, you can build a business that attracts and retains people who contribute to success rather than drain it.

In the end, parasitic behaviours cannot survive in a strong, supportive network where everyone grows together.

Also published on Medium.