The Hidden Dangers of Meritocracy—Learning When Competition Harms Culture

Competition can spark creativity—a well-timed debate, a contest for the top spot, a drive to break records. Uber’s culture nearly worshipped the idea: meritocracy, champion’s mindset, toe-stepping, winners rising. For a while, the energy worked—employees went all-in, building fast and challenging the status quo. But soon, lines blurred between healthy drive and cutthroat behavior.

Public shaming, infighting, even bullying surfaced; managers pitted workers against each other in front of the group. Some crushed targets to earn a spot in the CEO’s inner circle, others shut down out of self-preservation. A few quietly left, burned by the wounds of toxic rivalry. The promise of 'best idea wins' morphed into 'only the loudest survive.'

Organizational psychologists note this is the dark side of meritocracy: when competition becomes the only value, collaboration, trust, and inclusion falter. The strongest cultures balance spirited debate with psychological safety—a place where disagreements are sharp, but belonging is never at risk.

Start by celebrating your drive to excel, but pay close attention to signals that the race to the top is pushing people out or making your group less healthy. Each week, look for small wins from teammates you otherwise see as rivals, and make a point to share that recognition. When conflict arises, anchor arguments in shared goals and explore tough ideas without making it personal. Over time, championing both achievement and kindness will build a culture where competition fuels, but never poisons, growth.