Dealing with a Dictator in the Workplace: Lessons from the Quota Reform Protests

Ever had that boss who thinks he runs the place like a personal empire? If you’ve ever dealt with a far-sighted manager who makes all the calls, shuts down any criticism, and lets the team walk on eggshells, you know the feeling.

But here’s the twist: Maybe it’s not just the boss; perhaps the entire system is wired to encourage this behavior.

Inspired by the July protests that took a stand against unfair public sector quotas, we can draw some practical lessons for dealing with dictators in the workplace. These protests were not just about changing policy, but about people coming together against an unfair structure. Just as the protesters resisted through unity, strategy and adaptability, we can apply similar methods to restore some balance to our own professional lives. Here’s a breakdown:

Why do people act like dictators at work?

Before you grab your pitchfork, it helps to know why some leaders go the dictator route. It could be insecurity, a deep need for power, or maybe they’re just following the examples set by the toxic environments they’ve experienced before. Others may simply lack the emotional intelligence to lead without micromanaging or triggering power. Knowing the root can help treat the behavior strategically, rather than with blind frustration.

1. Resist divide and rule tactics

Dictators like to play employees against each other to maintain control. During the quota protests, the government tried to paint the protesters as troublemakers to sow division. But the movement remained united, refusing to let these tactics weaken them. Similarly, when a manager starts putting his colleagues in front of him, try to form alliances between departments and keep communication open. Don’t let rumors or favoritism isolate you—colleague solidarity is a powerful antidote.

2. Use the power of public opinion

The protesters made waves by taking their message to the public, building support that the authorities could not ignore. In the workplace, if individual complaints fall on deaf ears, rallying employee support for issues can make a difference. Consider group discussions, internal feedback channels, or even bringing the issue to external industry forums if it’s serious. No company wants to be known for being an autocratic workplace, so public attention can push management to act.

3. Demand accountability

Protesters demanded transparency and accountability from the government – ​​and they got it. In the workplace, you can encourage accountability by regularly asking for updates and transparency in decision-making. Formal feedback sessions or regular check-ins can also keep management honest. It’s about creating a culture where no one can make decisions in a vacuum without explaining the “why” behind them.

4. Practice nonviolent resistance

Nonviolent methods—such as petitions, peaceful demonstrations, and sit-ins—have proven effective in civil resistance. In a work environment, you might opt ​​for peaceful but firm rejections, such as respectfully declining unreasonable requests or collectively setting limits.

For example, if the boss insists on impossible deadlines, employees can discuss this openly to seek a manageable solution.

Authoritarian regimes control dissent by restricting communication, but protesters have used encrypted messaging and social media to organize. In workplaces with restrictive management, private chats, anonymous surveys and off-site meetings can allow for frank discussions, while documenting incidents for personal records can also be responsible.

5. Create parallel communication channels

Authoritarian regimes often restrict communication to control dissent. During the protests, activists found ways to circumvent the restrictions, using encrypted messaging and social media to organize. In tightly managed workplaces, alternative channels such as private group chats, anonymous surveys, or off-site meetings can allow for candid discussions without fear of repercussions. Even something as simple as documenting incidents for personal records can be encouraging.

6. Be adaptable

The protesters’ ability to change tactics has kept their movement alive. In the workplace, if one approach doesn’t work, be ready to try another. Maybe that means working with sympathetic senior colleagues, finding allies across departments, or coming up with creative solutions to everyday challenges. Flexibility keeps momentum going, even when the going gets tough.

7. Cultivate internal leadership

Grassroots leadership was key to the success of the protests. Voices from within, rather than appointed leaders, gave the movement its credibility. In the workplace, supporting colleagues who can articulate group concerns and lead discussions can create a positive counterbalance to authoritarian management.

An empowered group is stronger, more resilient and harder to suppress