There may have different types of difficult coworkers in any organization that you might need to cope with. Need to handle them diplomatically. None is hundred percent correct. You will find a person good at on area, might cause a serious flaw in the other.
Many of us spend countless hours at work and for most of the full-time workers, outside the home, can be spent more time than work. In fact, for many of us, we spend more time with our colleagues and colleagues than with our family and friends. That said, dealing with tough personalities in the workplace can really take a toll on your health and wellbeing as well as the entire company or organization.
If you’ve ever had to deal with a particularly difficult colleague, you’ve probably found yourself avoiding that person, perhaps changing your schedule or taking a different route in and out of your building. You might even consider yourself your own fantasizing about their departure and getting away from it. In the photo below, Holloway and Kusai (2009) use humor to illustrate the joy of leaving a company with a difficult employee. Although you may find some humor in it, at the end of the day, having a tough workplace personality can be very annoying for those miserable people who share time, space and work activities. Therefore, the purpose of this paper is to describe the personality in ten difficult workplaces, which is useful for communication and communication with many areas of work and strategy.
What is personality
It is important to understand personality before learning more about personality in a difficult workplace and how to manage them. Originally stated, the personality is the sum of features and characteristics that define the person’s general thinking, emotions and behavior over time. A personality disorder may be present for them and / or for those personality traits that are considered potentially harmful and potentially harmful to others. We need to handle different types of difficult coworkers diplomatically.
According to the American Psychiatric Association, “personality disorders are linked to thoughts and feelings about oneself and others that significantly and adversely affect how a person acts in different aspects of life”. Examples of personality disorders include incomplete social personality disorders, borderline personality disorders, and narcissistic personality disorders.
Although these diseases are those who create extreme behavior, even those with personality disorders, can also show them characteristics that appear at work. For example, you know someone who has extreme and unexpected mood swings often appear in people with borderline personality disorder.
And some researchers have discovered that the characteristics of racism – such as the feeling of entitlement and lack of sympathy for others – are more than the previous generation of Generation Y or Millennials (sometimes referred to as “Generation M”), which can create more challenging office environments Interaction in. We need to handle different types of difficult coworkers diplomatically.
How Can Difficult Personality Affect Workplace?
Disadvantages of personality in the workplace can negatively affect the well-being of individual employees as well as the entire organization. Workplace immorality according to one study affected the majority of workers in the United States (96%) and this resulted in less productivity and time spent in other negative consequences. Examples of “toxic behavior” can harm the workplace environment are comments, gossip, double standards, shouting to others, and receiving credit for the work of others.
Even in the absence of difficult personalities, personality styles that do not work well together can lead to conflict. Indeed, conflicting personality styles are a common cause of workplace conflict and immorality. People who like to work or communicate with each other may have problems. For example, some employees may not like socializing or distractions within a few hours and their office may be closed, while others may view it as rude or even rude behavior.
Everyone wants to work in a friendly and productive environment, but sometimes even a bad colleague can get your work done, which seems impossible. We need to handle different types of difficult coworkers diplomatically.
Employer-employee relations specialist, Psychologist Amy Cooper Hakim, says this is a problem many people face.
“The biggest problem stems from inappropriate communication, poor tactics,” Hakim tells CNBC. “We must take the emotion out of our workplace problems.”
In the revised version of the book “Working with difficult people,” which was originally written by Hakim’s grandmother, Hakim knew how to deal with almost all kinds of weary colleagues, including bosses and subordinates.
We need to handle different types of difficult coworkers diplomatically.
Many office environments are available in a typical solid personality type “Gossip.” Many of these types go without explanation, because it is common knowledge that people like it avoid talking to other people (often behind their back) and spreading rumors about others (which are often untrue or exaggerated versions of the truth). If you ever find yourself in a conversation quietly in your office, you probably know what to expect from them. Even you yourself can be victims of their bad habit, and even realize it.
Rumors of the office often behave this way outside of their own insecurities or make plays to entertain themselves. In fact, talking about other people can be a way to divert attention from their own bad traits (eg, poor work performance) or a way to create situations that they find fun. Gossip can keep confusing confusions that their Gossip is a way to communicate with their colleagues that they share their gossip.
To communicate effectively with silence:
First, realize that it can be difficult to communicate quietly or change their behavior before trying to do so. A good communication strategy directly directs this person to the effect of your behavior with their statement, “I am really bothered about the comments you made about Zen.” However, be careful with this and be careful that a comment like this could create potentially more material to use in Glossop.
Try to stay away from Gossipy conversations and avoid sharing your personal life details with the office quietly. We need to handle different types of difficult coworkers diplomatically.
Instead of accepting what they can say personally, their behavior is featured for their own failures and insecurity.
Gossip can be controlled within the office and focus on your own behavior and set a good example for others.
This tough workplace is a type of personality that is often insulting and critics of others who do not have their way. Such people may also have disobedience-related disorder (OCD), even if they do not have the disorder. They often seemingly feel the need to control everything and the outcome of everyone around them, and can cross appropriate boundaries and control situations that are not relevant to their own job duties. They can be perfectionists and have impossibly high expectations for themselves and others. However, due to their high focus they can be a valuable asset to your company or organization.
Control freaks can be a great challenge to communicate effectively, especially since they can be very good with your supervisor or boss. Some strategies you can consider include:
Details or contributions to his workplace provide praise for his or her attention.
Details about him and avoiding ambiguity, which can increase their anxiety levels. We need to handle different types of difficult coworkers diplomatically.
Allow time to control when the situation or action is not as important to you or has any adverse effect on your performance.
Do not take it personally when they need to control is at its peak.
Victims are still another solid personality type and spot on the many are a clear one. This is a person who often attempts to focus on constant complaints and daily problems (or understand problems). For example, they may complain about their work responsibilities and try to convince them that they have not been treated fairly and have more work than everyone else around them.
Or a party makes a mistake in the project and they claim that they are excluded from important conversations. One study identified victims’ general personality traits in the workplace, and identified them as “less independent and excluded, less stable and more virtuous than non-victims”.
To communicate effectively with office victims:
Try to be patient with them during the conversation and acknowledge that they actually believe they have been victimized, regardless of whether there is any real evidence to support it.
They try to point out contrary evidence when they start complaining about their worst situations. For example, if they claim that they were deliberately excluded from the conversation, certain conversations occur while they are on sick leave and may highlight that they and other colleagues do not want to suppress them when they return.
Whenever possible, try to sympathize with them when they are careful not to support their tendency towards helplessness. This may be tricky. If they complain about something that works with you, try a statement such as “I’m sorry that happened to you and upset you a lot. Can you change a situation like that?” It will help to verify their feelings that they should try to take responsibility for changing their disturbing circumstances.
Keep your own borders during conversation and do not let them succumb to make frequent complaints on the same topic. A simple statement like “I know this is important to you and I’m sorry, I don’t have time to listen any more, but I have to go back to my table and get some work done now” can do the trick.
Paranoid colleagues are often portrayed in popular TV shows and movies, because it can be frustrating to deal equally with entertainment. Such people may have paranoid personality disorder, even if they have a disorder. These include constantly doubting other people and their motives, believing other people (even for no reason), and explaining other negative behaviors in very negative ways (for example, “He did this because he fired me!”).
To contact Paranoid One at your office:
Be careful with what you say to him, and acknowledge that your words can spread very differently in the head.
Offer fact-based and reasonable information and explanations to him or her as to why certain decisions or developments have taken place.
Avoid getting too involved in changing their perceptions of reality, even if your views seem strange to you and to those around you.
The office can be one of the most difficult workplace personalities to deal with the narcissist. Such individuals can be described as egomaniacs and are often found in management levels of many companies and organizations. They may show the narcissistic personality disorder or even have the disorder. Office of the narcissist. Grandesite, the need for admission, the lack of sympathy for others’ feelings or opinions, and regardless of their genuine efforts or achievements regardless of high expectations.
These types will often evaluate their own performance rather than reality. They are arrogant, boring to deal with, and may be disliked by many people. On the contrary, they can be very charismatic and actually like many peers. However, this type of personality can be toxic in the workplace and will assist in controlling the situation and for their spontaneous outlook, regardless of how it may harm them or their relationships.
Contact the office narcissist
Consider using slippers or if it helps to get the job done, it leads to their ego straying a bit.
Communicate how their claims can actually benefit them.
Narcissists are very self-centered and care about their needs and desires, often excluding others.Offer positive reviews about their performance before giving any criticism.
If it is appropriate to keep the results you need from them, then open them openly (eg, a chain email). Narcissists respond to praise and social approval in the office environment.
Maintain realistic expectations about how they will likely react to conversations and situations. Don’t expect anything different from their behavior because their behavior misleads you (and everyone else).
Blamers are another common type of personality found at work. Sure, there are times when most of us point fingers at the other side when perhaps we were the cause of a situation or problem. But “Blumers” (also known as “Criminal Trippers”) is the person who changes the duties to themselves and others when they go wrong in the office.
Rarely do they admit or apologize for their misunderstandings, mistakes, bad decisions, or poor performance. And often they stretch the truth to convince others that their version of events is neither correct nor real.
To contact Blamer effectively:
Away from the blame and try to pay attention to their verifiable information.
If you are the owner of any mistake that you actually created, they try to “offend an offense” rather than engage in a blame game and point to the fingers on the right. This helps to stop many patterns that make many blamar fingers point to others and to others and keep them in defense.
Maintain strong borders around Blamer and do not try to push you into a point that is uncomfortable. It can prove to be more difficult to get a blame to see its own parts in work-related problems, but creating your own security and the boundaries around them can usually be achieved with some caution.
A “tackler” is a colleague who attacks you personally when arguing a problem according to the dictator. We need to handle different types of difficult coworkers diplomatically.
He wrote, “These colleagues are so determined to score points with the boss that they block the ones you want to modify and solve your problems.”
Do not stop recommending just great ideas to have a colleague like you. Encourage people to come back and try to get back to the problem or idea, give psychological advice. Or speak with a colleague personally.
Hakim writes, “Tell that you want to have a better relationship and that he or she will be able to resolve your differences.”
If that strategy still does not work, consider your options. The Hakim suggests that if you have friends with many friends in the higher places, try to focus only on your work and make more friends, as ongoing militancy can impair your ability to progress.
On the other hand, the situation is really unbearable, to get help. We need to handle different types of difficult coworkers diplomatically.
He writes, “In situations where you cannot handle an opponent’s colleague alone, contact the appropriate resources quickly to get the help you need.”
Hakim writes, When dealing with a bad colleague, calm down but be firm.
“These colleagues are annoying,” Hakim wrote. “That’s what they want from you. More than that, they believe they should have what you have.”
Even a simple “congratulations” can seem slight or even unfavorable. So what do you do Limit your communication with that kind of colleague and do your part to keep your conversation friendly, consult a psychologist.
If jealous fellow starts attacking you personally, the magistrate advises that you are trying to move from the conversation to the conversation with the emotion.
You can say something like, “Simon, Black, I don’t want to argue about that. We can be citizens of each other.” If the situation doesn’t change, leave.
Often, as Hakim writes, these colleagues are frustrated because they are insecure about their own work. Encouraging colleagues to be encouraging to find a project or skill can be a great way to deflect any negative feelings.
If the thing reaches a stage where you can not work effectively, consider talking to the HR manager or your supervisor.
This difficult workplace personality is the type of extreme emotion that can “fly the handle” at any time. They can be called “drama queen” or “drama king” and are very emotional reactionary (Miller, 2014). Although these people may have a disorder, they may have a personality disorder. This personality type “shows excessive use of excessive emotion, attention, enthusiasm, speech [speech] in speech and behavior, and maintaining maximum data relationships to meet mental needs” (Miller), 2003, p. 427).
Often, when you are in a good mood, you can find yourself in person at the office because they can be fun, entertaining and energetic. However, when such kind of feeling that their needs are not being met, they can talk to “stop the handle” and become very angry and dramatic. They may be unfaithful in relation to the decisions and decisions based on emotions rather than facts and information.
To contact the flyer effectively:
Before committing any criticism, try to appreciate the value to come to the office. We need to handle different types of difficult coworkers diplomatically.
If you are affected by their mood swings then communicate how their behavior affects them.
Stay calm when they fly off the handle and try to calm them down if at all possible.
Understand that you may be unable to change many of their behaviors, but you can focus on securing your own interests during times when you find yourself in an unfortunate position to address your high self-esteem.
The silent nature of the personality is a self-explanatory and often easy to pick up in the office. This type is not necessarily a difficult personality but can be a distraction. This person is usually not out of the office, may be sitting at his desk (instead of talking in the water cooler or joining everyone for lunch), and may shut himself up to others by keeping the secret in their office closed, or wearing headphones.
Some tips for effective communication include:
Do not push them into contact or punctuate with everyone in their office.
Having more time and time than to give others feedback and contact their thoughts and feelings.
They socially acknowledge the value of their place and organization, even without adding value to the office environment.
Take some time to make her ticklish and show her interest as a person.
Do not take it personally if they do not contact you as your colleague.
The passive-aggressive types can communicate with very difficult peers, as they are easy to spot like others and cannot do real harm. They behave in a terrible way – for example, it is actually okay to hide their true feelings by listening to everything when they are actually annoyed – and tend to be calm, calm and collective because they keep pushing their negative feelings deeper. However, such a classic sign is that they can do something to seize another’s work or performance or to retaliate in other hidden ways (e.g., stealing someone’s lunch).
To contact this personality:
Change passive passive-aggressive behaviors and face problems with them while having a good time for conversations and being openly.
Use direct communication to communicate the impact of your negative behaviors on yourself, your colleagues, and the office environment. For example, “I feel disrespectful when you see me late in my presentation.”
Express an interest in their true feelings and create a safe space for them so that they can be heard and verified.
The psychopath falls under the abnormal psychology branch and a regular encounter with someone who suffers from this is rare, nonetheless, and it can happen and the psychopath can be a very harmful type of person especially in the workplace. Such people may have traits of antisocial personality disorder even if they do not have the disorder themselves. This personality disorder is defined by “a pattern of disregard for, and violation of, the rights of others”.
People who are psychopathic (sometimes referred to as sociopathic) have a tendency toward intentional harm toward others including many of the deceit and manipulation. They may take the credit for work done by others in their company, purposefully deceive others in order to “win” even if their actions are very harmful, unethical, or even illegal, or act in other reckless and predatory ways like the company from stealing or the company’s clients.
The good news is that true psychopaths are a rare breed, composing only 3.3% of adults within the general population. We need to handle different types of difficult coworkers diplomatically.
If you work with a psychopathic person, do not expect them to feel remorse for their actions, as people like this often take pleasure in their negative impact on others. Because of this, it can be almost impossible. Depending on your company or organization culture, if the psychopath is exposed to his or her true nature, they may be fired or self-destruct in which case they may need to be communicated to unnecessarily.
In this rare case that you do find yourself having to work with a person like this your best recourse is to be clear about your own boundaries and attempt to communicate to this person. For example, if this person tries to draw you into unethical behavior, try a statement like “You can do that but please don’t include me – that crosses the line for me.”
It is highly unlikely that you will change their behaviors in any way but using clear, direct, and firm communication may save you from getting caught up in their deceitful ways. It may also be useful to avoid giving them any information that they can use to harm other coworkers or the organization’s clients.
It is the office edition of the medium school. Intimidators can do whatever they want by understanding that they may embarrass you or hurt your career. We need to handle different types of difficult coworkers diplomatically.
It is important to remember, however, that the person’s condition is important: “Your terrifying breathing bombs have real power over you; a terrific collaborative ability is felt,” wrote Hakim.
To feel more comfortable when dealing with such a colleague, the psychologist advises you to rethink reactions, such as, “You’re not serious, are you?” Or “I do not feel completely comfortable with him.”
You could stand up for yourself and be strong without anger.
Create a bubble, psychological advice Imagine a barrier between you and his colleague that protects you from the threat. Keep the actual physical space as much as possible between yourself and the negative person.
It may be helpful to keep an electronic record of interactions between you and “intimidators” in discussing problems with the supervisor or HR manager.
We need to take the emotion of problem at work. We need to handle different types of difficult coworkers diplomatically.
Organizing psychologist and co-authors with “work with hard people”
Help you get in the office with a colleague or with a difficult project and he won’t stop knocking on your door.
Hakim writes, “Imposters take undue advantage of your time, talent and good nature.” “Colleagues like this are just spontaneous and others are incompatible.”
The easiest solution is to apologize, you get too backed up with your work and then refuse to help. You can suggest reaching out to other colleagues or supervisors.
You can say something like, “Sorry, Maya, I see you’re tied up, but I can’t help you because I’m too far behind in my own business. Maybe Sebastian isn’t busy and can help?”
Ultimately, all of us find ourselves working with difficult people and personalities at some point during our career lives. By understanding what personality is and the common ones that cause difficulty within workplaces, you may be able to better navigate your work relationships and protect your own interests and well-being. We need to handle different types of difficult coworkers diplomatically.
The following offers some final tips on dealing with people:
General Tips for Effective Communication with Difficult Workplace Personalities
Effective communication skills with difficult personality Never try to use it as a coworker’s personality.
Trying to be flexible with your style of communication depends on the personalities that you deal with in your office (Hautala, 2006). Some adjustment on your part is a factor you can control and help you connect better with a coworker that has a different personality and communication style than your own.
Consider the positive aspects of your coworkers’ personality (if you can identify any) and the point that these conversations help communicate more effectively with them, especially when delivering criticisms.
Use direct yet tactful communication to help confront problems in your office and advocate for your personal rights and needs. Oftentimes, even the most difficult of personalities can surprise you if you let them know how they behave impacts you and other coworkers.
Never assume anything or jump to conclusions about a situation unless you communicate directly with a difficult personality in your office or verify information. Just because a person is difficult to deal with does not mean that your assumptions are a particular situation 100% accurate every time.
In the event of a negative demeanor, do not be afraid to seek help if you feel that you cannot handle the problem yourself or are in danger. A bad colleague does not mean you should be afraid to keep working. And more often, according to the dictator, the problem can be solved.Working with difficult people