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Addressing Lying, Deceit, and Undermining Behavior in the Workplace

By Steve Davis

A Professional Approach for Speaking with Management

In any workplace, trust and integrity are essential for a productive, collaborative environment. When employees engage in lying, deceit, or behavior that undermines management, the entire organization can suffer—from team morale to business outcomes. While confronting these issues can be uncomfortable, it's crucial to handle them professionally and constructively.

Here’s how to raise these concerns effectively with management.
 
Document Specific Incidents - General statements that are subjective are not enough...

Before approaching management, gather clear, objective evidence of the problematic behavior. Document who was involved, what was said or done, and the date and context of the incident. The more specific your examples, the more seriously your concerns will be taken.  Avoid emotional interpretations; instead, focus on facts. For instance:

“On May 10th, during the team meeting, [Employee Name] stated I had not submitted my report. However, I submitted it via email the day before, which I can confirm with a time-stamped record.”

Use Respectful, Professional Language

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Accusatory or inflammatory language can derail a productive conversation. Instead of labeling someone as a “liar” or “manipulator,” describe the behavior and its impact.

  • Effective: “I’ve observed repeated sharing of misinformation that’s affecting trust within the team.”
  • Ineffective: “They’re constantly lying and can’t be trusted.”

Framing your concerns with professionalism ensures your message is heard without sounding personal or retaliatory.
 
Emphasize the Business Impact

Management is most likely to act when they see that the behavior is harming the team or company. Connect the issues to key concerns like:

  • Decreased morale or engagement
  • Missed deadlines or confusion
  • Reduced productivity
  • High turnover
  • High absenteeism
  • Erosion of leadership credibility

Example:

“When team members share inaccurate information, it leads to misinformed decisions and erodes trust between departments. This has delayed several projects and caused confusion around roles and responsibilities.”
 
Request a Confidential, Formal Meeting

Instead of venting informally, request a private, scheduled meeting with your manager. This conveys that the issue is important and deserves attention.
A simple, professional request might be:

“I’d appreciate the opportunity to speak privately about some team dynamics that are impacting our effectiveness and communication.”

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Propose Constructive Solutions

Bringing solutions to the table shows leadership and maturity. Consider recommending:

  • Conflict resolution or mediation
  • Ethical conduct training
  • Clearer communication protocols
  • Regular check-ins to clarify expectations
  • Anonymous reporting channels

Your goal is not just to highlight the problem, but to help build a healthier environment.
 
Know When to Escalate

If you raise the issue and nothing changes—or if the behavior escalates—consider taking it higher. Report the situation to HR and senior leadership. Always keep a record of your communications and follow up in writing when necessary.
 
Sample Talking Points for Your Meeting

When you're ready to speak with management, consider this approach:

“I wanted to raise some concerns that have been affecting team trust and performance. I’ve noticed a pattern of misinformation and undermining behavior that I believe is hurting our workflow and morale. I’ve documented some examples and would appreciate discussing possible solutions to restore clarity and trust among the team.”

Confident Businessman Leading a Team Meeting in a Modern Office Environment

Final Thoughts

Addressing deceitful or undermining behavior is never easy—but remaining professional, prepared, and focused on solutions will position you as someone committed to a healthy, ethical workplace. In many cases, management simply needs visibility into the issue and a thoughtful approach to resolve it.

If handled the right way, your efforts can lead to stronger communication, renewed trust, and a better environment for everyone.

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