We’ve all encountered them—the officers whose standard equipment seems to include knee pads and chapstick. They miraculously appear whenever brass walks through the door, volunteer enthusiastically for special projects that earn visibility (but mysteriously vanish when it’s time to handle the paperwork avalanche), and somehow manage to take credit for successful operations they barely participated in.
Meet “Sergeant Suckup”—not a person but a archetype that exists in virtually every law enforcement agency across the country.
At Badge145, we understand that navigating these workplace dynamics creates unique stressors in an already demanding profession. This guide aims to help you maintain your integrity and mental wellbeing while effectively managing relationships with career climbers whose methods may conflict with your own professional values.
Before addressing strategies, it’s important to understand what drives this behavior. Career advancement in law enforcement often depends on visibility with command staff, creating an environment where impression management becomes a critical skill—one that some officers take to problematic extremes.
“The challenge is distinguishing between legitimate career advancement strategies and behaviors that undermine departmental cohesion,” explains former Lieutenant Marcus Reynold, a leadership consultant who works with departments nationwide. “There’s nothing wrong with wanting to progress in your career, but when it comes at the expense of your fellow officers or the department’s mission, that’s when it becomes problematic.”
Common motivations behind excessive approval-seeking behaviors include:
Insecurity: Many excessive approval-seekers are covering deep professional insecurities with bravado and visibility campaigns.
Political Intelligence: Some officers intuitively understand departmental politics and leverage relationships strategically.
Value Disconnect: For some, the perception of success matters more than substantive contributions.
Positive Reinforcement: Departments often unintentionally reward visibility over quiet competence.
Understanding these motivations helps us respond more effectively when faced with challenging workplace dynamics.
The presence of a “Sergeant Suckup” can dramatically affect team dynamics in ways that extend far beyond mere annoyance:
Erosion of Trust: When promotions appear to be based on favoritism rather than merit, overall trust in leadership deteriorates.
Decreased Morale: Officers who consistently contribute without recognition may experience demoralization when they see attention-seeking behaviors rewarded.
Compromised Operations: Teams function best when members trust each other implicitly. When officers question whether a colleague will prioritize team safety over personal visibility, operational effectiveness suffers.
Retention Challenges: Departments plagued by perception of unfair advancement often lose promising officers to agencies with healthier cultures.
In our Complete Guide to Navigating Stress, we explore how workplace dynamics rank among the top stressors for law enforcement professionals—often exceeding the stress of critical incidents.
The most powerful response to workplace politics is consistent excellence in your core responsibilities:
Document Your Contributions: Maintain records of your accomplishments, training, and positive community interactions.
Seek Feedback Directly: Rather than assuming your work is being noticed, schedule regular meetings with supervisors to discuss your performance.
Develop Specialized Skills: Become the go-to resource in a specific area that adds value to your department.
Our research shows that officers who focus on substantive contributions rather than perception management report higher job satisfaction and experience more sustainable career advancement.
Rather than competing with approval-seeking colleagues, focus on building genuine connections throughout your organization:
Horizontal Networking: Develop strong relationships with peers across different units and shifts.
Mentor Connections: Seek guidance from respected veterans who can provide perspective and advocacy.
Cross-Departmental Collaboration: Partner with officers from neighboring agencies to expand your professional network beyond internal politics.
For more guidance on building supportive relationships in law enforcement, explore our article on the Essential Role of Peer Support.
How you communicate about challenging colleagues can significantly impact your professional reputation:
Avoid Gossip: Critical comments about approval-seeking colleagues can backfire, making you appear jealous or unprofessional.
Focus on Behaviors, Not People: When discussing problematic situations, address specific actions rather than labeling individuals.
Document Pattern Impacts: If excessive approval-seeking behaviors are affecting operations, document specific incidents in objective terms.
Choose Appropriate Channels: Determine whether issues should be addressed peer-to-peer, with immediate supervision, or through formal channels.
Perhaps most importantly, clarify and commit to your own professional values:
Define Success Personally: Establish your own definition of professional success based on impact rather than rank or recognition.
Set Boundaries: Decide in advance what actions you will and won’t take to advance your career.
Find Your Anchor: Identify sources of meaning and purpose that transcend workplace dynamics.
Our resource on Finding a Spiritual Anchor provides valuable insights for officers seeking to maintain perspective amid organizational challenges.
For those in leadership positions, managing approval-seeking subordinates presents unique challenges:
Recognize Genuine Contributions: Look beyond visibility to identify substantive contributions from all team members.
Create Objective Evaluation Criteria: Develop clear, observable standards for performance evaluations.
Address Behavior Directly: Have candid conversations about how certain behaviors affect team dynamics.
Model Authentic Leadership: Demonstrate that you value substance over performance by how you allocate recognition and opportunities.
For comprehensive guidance on ethical leadership in law enforcement, our Faithfully Executing Leadership Principles provides a framework for integrity-based supervision.
Perhaps the most challenging scenario is when an approval-seeker has been promoted to supervise you:
Seek Common Ground: Identify shared goals and values that can form the basis for a working relationship.
Adapt Communication Style: Present ideas and concerns in ways that align with your supervisor’s priorities.
Document Directives: Maintain clear records of instructions and expectations, particularly when they shift frequently.
Build Support Network: Develop relationships with peers and other supervisors who can provide perspective and support.
While individual strategies are essential, addressing excessive approval-seeking behavior ultimately requires cultural change:
Merit-Based Recognition: Departments must develop objective criteria for evaluating performance and advancement.
360-Degree Feedback: Incorporating peer and subordinate input into promotion decisions can identify leaders who command genuine respect.
Values Clarification: Agencies benefit from explicitly defining and reinforcing values like integrity, service, and teamwork.
Leadership Development: Providing formal pathways for professional growth reduces the perceived need for visibility campaigns.
For departments seeking to build healthier organizational cultures, our Services include customized workshops and consultation on fostering integrity-based leadership.
Navigating workplace politics in law enforcement requires wisdom, patience, and a firm commitment to your values. By understanding the dynamics at play, implementing effective strategies, and building authentic relationships, you can maintain your integrity while still advancing in your career.
Remember that your worth as an officer isn’t determined by rank or recognition, but by the impact you have on your colleagues and community. By staying grounded in this truth, you can navigate even the most challenging workplace dynamics with your wellbeing and integrity intact.
At Badge145, we’re committed to supporting officers through all aspects of their professional journey. For personalized guidance on navigating workplace challenges, contact our team through the Contact page.
The measure of your success isn’t how quickly you promote or how visible your contributions are—it’s the legacy of service you create through consistent, ethical performance of your duties. That legacy will outlast any temporary advantage gained through excessive approval-seeking.