Why we enjoy seeing others fall

Happy Thursday,

I have been following the story of Ben Roberts-Smith (Special Forces veteran) unfold in Australia, and watching media and commentators share their opinion pieces. It’s a circus that’s dividing a nation. Although this post is not about the Roberts-Smith story or taking sides, what stood out to me was how quickly admiration can turn into judgment and even perverse satisfaction.

The uncomfortable truth is that every one of us has felt that flicker of satisfaction when seeing successful or prominent figures crash and burn. You wouldn’t call it joy, but it isn’t sympathy either. Workplaces are fertile ground for this sentiment, and as leaders we need to treat it with nuance. Let’s dive in.

🧠 LEARN something.

There’s a German word for this feeling: schadenfreude. The quiet, slightly guilty pleasure when something bad happens to someone else. Secretly, we love a success-to-failure story just as much as a failure-to-success one. Psychologists from the University of Amsterdam found that schadenfreude peaks when the person falling is someone we admire or envy. It’s not hate. It’s a sense of restoration of balance. A moment where the world feels fairer. Those feelings more often than not come from our own insecurity, not others’ failures. Put simply, if someone else stumbles, we feel a little better about ourselves.

Unfortunately, modern workplaces are fertile ground for schadenfreude. The formation of natural hierarchies, pressure, rivalry, and office politics create the perfect conditions for it to creep in. We rarely talk about it because it’s uncomfortable to admit. At times we may talk about tall poppy syndrome (cutting down those who stand out). But schadenfreude is different, it’s much deeper, more private, subtle, and somewhat taboo. But here’s the thing: schadenfreude is part of being human. You can’t get rid of it. You can’t beat it out of people by demanding more empathy. Nor should you discourage individual recognition in favour of group recognition, despite what much of the advice online suggests. That will demotivate your best people to push harder and stick their neck out. Instead, good leaders don’t pretend they or their team are immune. They notice it, name it, and leverage it.

🤔 REFLECT on an idea.

Most judgment isn’t really about the other person. It’s self-protection. When someone falls, it creates distance between their failure and our own fear of it, which is why it can feel strangely satisfying.

😊 SMILE a little.

Nothing more satisfying then seeing the office know-it-all, get stumped for answer in front of the entire floor!

✅ DO IT to get results.

Use schadenfreude as an early warning signal for you or your team. If you feel it, ask: “What around me feels unsafe or unfair?” Research also shows schadenfreude spikes when people feel insecure, over-compared, or underappreciated. You will usually find clues about your own pressure, insecurity, or fear of being next. If your team is showing signs of it, the same question applies. What might they be feeling insecure or unappreciated about? Schadenfreude becomes a strength when it is not indulged and becomes useful feedback rather than a moment of quiet cruelty.

🌱 How we can support you and your team.

We provide strategic leadership solutions tailored to align with your business strategy, size, and budget. We can support your with:

• Leadership Coaching (Individual)

• Team Coaching (Group and Leadership Teams)

• Workshops, Offsites and Team Building

• In-house End-to-End Leadership Program Design and Delivery

Kia pai tō wiki

Kenny Bhosale

CEO & Founder, The Bridge Leaders