‘Fail watching’ is the savage workplace phenomenon affecting younger colleagues most

‘Fail watching’ is the savage workplace phenomenon affecting younger colleagues most Jessica Lindsay Published November 25, 2025 3:22pm Updated November 25, 2025 3:22pm Share this article via whatsappShare this article via xCopy the link to this article.Link is copiedShare this article via facebook Comment now Comments It’s human nature to experience the odd bit of schadenfreude (Picture: Getty Images)

Schadenfreude is nothing new, but in a job market where young staff are fighting for their livelihoods, it’s having a renaissance in the workplace.

The latest phenomenon – dubbed ‘fail watching’ – refers to when employees secretly relish colleagues screwing up, sparked by a recent EduBirdie survey which found 34% of Gen Z admit to doing so.

We’re all guilty of the odd bit of this; trying to conceal your smile when a know-it-all co-worker gets taken down a peg, or gleefully Slacking your office bestie when the manager’s favourite finally gets the same workload the rest of you have been carrying for months.

However, experts say part of the reason Gen Z are especially prone to it is the ’24/7 performance loop’ of social media they grew up in.

The company’s CHRO, Avery Morgan, explains: ‘When you hold yourself to impossible standards, watching someone else stumble becomes a subconscious way to confirm you’re not the only one struggling. It’s not cruelty, it’s plain self-defence.’

And the climate young people are starting their careers in likely doesn’t help either. The ONS recorded 9,000 fewer vacancies in the three months to September this year, the 39th consecutive drop, while Institute of Student Employers (ISE) research revealed 1.2 million applications were submitted for just 17,000 UK graduate roles in 2023/2024.

With fewer available opportunities and a widening gap between rich and poor ramping up the pressure to get ahead, this trend towards self-interest harks back to the dog eat dog culture that emerged in the 80s — only instead of Gordon Gekko-style yuppies, it’s now ‘corporate girlies’ and grindset influencers.

The psychology of ‘fail watching’

According to Dr George Sik, psychologist and director of the psychometric testing company eras, feeling pleasure at others’ misfortune is more than straight-up malice. In many cases, it’s a ‘psychological defence mechanism used to regulate our own self-esteem.’

He tells Metro: ‘In psychology we call this “downward social comparison”. When we feel insecure about our own performance or status, witnessing a colleague stumble triggers a quick, short-term boost in self-worth.

‘It’s a form of relief that signals to the brain, “I might be having a rough week, but at least I’m not doing that badly.”’

Experts say ‘fail watching’ is especially common among young workers (Picture: Getty Images)

Dr Sik explains that this can then become an ‘addictive’ cycle, as our brains release ‘a quick dopamine hit of superiority that temporarily soothes feelings of inadequacy or “imposter syndrome” without us actually having to improve our own work.’

‘Essentially, it’s a way of feeling safe in a competitive tribe by confirming that someone else is the ‘weakest link,’ not you.’

When it comes to the long-term however, he adds: ‘The impact is ironically self-destructive, because relying on others’ failures for confidence creates a fixed mindset. You become obsessed with external validation and how others are doing, rather than your own internal growth.

‘Over time, this may erode your professional development and leave you stagnant and isolated, as genuine high-performers will eventually distance themselves from you.

How work culture fuels schadenfreude

The sense of safety – however fleeting – that ‘fail watching’ offers is especially coveted by employees in high-pressure roles, and those who are burnt out, stressed or overlooked.

‘Personality-wise, this mindset is most common in those with high levels of anxiety who experience concern about their status, or people who view work as a zero-sum game,’ says Dr Sik.

‘We also see it thriving in “up-or-out” industries where stack-ranking is common – like sales, finance, or competitive tech roles. In these cultures, a colleague’s failure is often mathematically tied to your own success, which weaponises this psychological instinct.’

Signs your workplace isn't tackling 'fail watching'

• Leadership prioritises criticism over learning
• Targets are personal rather than team-focused
• Collaboration is discouraged
• Interpersonal conflicts are unaddressed by management
• Successes go unrewarded but mistakes are punished

Beyond this, the culture of specific workplaces can foster ‘fail watching’, with leadership development consultant Drew Povey telling Metro it thrives in low-trust environments ‘where mistakes are punished, transparency is discouraged, and competition outweighs collaboration.’

But while ruthlessness may be necessary sometimes, when companies cultivate this (or fail to nip it in the bud) it leads to a range of consequences.

‘Employees hide problems rather than solve them, collaboration suffers, and resentment can grow,’ says Drew. ‘It shifts focus from improvement to blame, reducing productivity and morale. And over time, it risks creating a toxic cycle where individuals expect failure instead of shared success.’

Combatting negativity in the workplace

If you’re ‘fail watching’ at work, Dr Sik says the first step to stop it is ‘to consciously shift your brain from comparison by noticing the impulse and being honest with yourself about what’s underneath it.’

He explains: ‘When you feel the urge to smirk at a failure, ask yourself what part of your performance or identity feels under threat in that moment. Usually, the schadenfreude is masking a fear that you aren’t good enough.’

Negativity thrives in certain environments (Picture: Getty Images)

Dr Sik also recommends practicing ‘upward empathy’ – reminding yourself that their failure today could easily be yours next week – or cognitively re-framing your mindset by offering help or support to the colleague your negative thoughts are targeted towards.

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‘This cuts through that tribal feeling of “us vs them” and rebuilds your own sense of agency,’ he adds. ‘You’ll find that the dopamine hit from helping someone recover is, in fact, far more sustainable than the cheap thrill of watching them fail.’

Employers have a big part to play too though.

‘Companies can reduce “fail watching” by encouraging psychological safety, demonstrating compassionate leadership, and rewarding teamwork,’ says Drew.

‘Transparent communication, fair workload distribution, and learning-oriented responses to mistakes really help build trust. Providing training, feedback systems, and recognition programs also reinforces a culture where improvement, not blame, becomes the norm.’

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