Some of your colleagues may be painfully talented at burrowing their way under your skin.
Here's an example: Sonia is really excited about the all-girls reunion with her friends from college-she's leaving directly from office to meet her friends. She's planned her work day such that she finishes all her tasks well before time, and can get off work early. But, Joy, a colleague hasn't given her the data required to finish up some reports.
Worse, he's gone missing! Sonia is trying hard to find the absconding Joy when Mallika, another colleague, storms up to her workstation. A tearful Mallika rages about how her "spineless fiancé" dumped her because she quipped that his sister's sense of style was so antediluvian, it would make a nun look like a supermodel.
What do you think? A bad day? Or appalling habits of co-workers?
Many of us have to live with co-workers whose annoying habits can cause a lot of problems for us and others. They give you no choice other than to deal with it.
Here's a list of 10 most irritating personality types in office space and a primer on dealing with them:
The Interrupter…
Interruptions at the workplace can be most distracting. Some people have the habit of swinging by for a chat at the most inopportune moments. They don't care whether you're chasing a deadline, or if you're on the telephone.
Solution: Quell this habit in others by telling them the truth: "Hey, I have a deadline. Why don't we talk about it during lunch?"
The Magician…
This person is the queen of tardiness and the master work shirker! She does the disappearing act impeccably and callously. She takes the concept of "flex time" so seriously that others end up having to continually double up for her-she's especially adept at shirking when she knows there's work to be done.
Solution: Manage this she-Houdini by looking her in the eye, telling her exactly what happens when she's late (or AWOL), and invite suggestions. If this doesn't work, escalate the matter to your (and her) reporting manager.
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The Procrastinator…
To this person, a deadline means nothing more than a series of binary digits on an Excel sheet. She will almost always slow everyone else down because of her "last minute" attitude.
Solution: Drop her constant reminders until she's ready to scream. If this doesn't work, turn in your work on time (without her input) and clearly state (documented evidence in the form of an e-mail) that her input is awaited.
The Nay-Sayer…
The "Nay Sayer" is the quintessential pessimist. Director and CEO, Catch Consulting International, a Chennai-based Executive Search company, V Sriganesh says, "The Nay-Sayer's remarks will typically run along these lines: 'This is bound to go wrong', 'Your proposal has zero chance of going through', 'This idea will not work out', 'You are wasting your time on this project', etc."
Solution: Sriganesh says, "The best way to deal with the Nay-Sayer is to stick your ground. Just say, 'I appreciate your viewpoint. But, I have a feeling this will work. Anyway, thanks for your concern'".
The Know-it-All…
What can be worse than people who gloat, "I told you so!"? Well, these types will be the first to say, "I thought about that first." when your idea gets kudos and "I knew this would happen." when something goes wrong.
Dr Rick Brinkman and Dr Rick Kirschner say, "Seldom in doubt, the Know-It-All has a low tolerance for correction and contradiction. If something goes wrong however, the Know-it-All will speak with the same authority about who's to blame-you!"
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Solution: Sriganesh says, "Prolonged success in one's chosen career may lead to arrogance and a know-it-all attitude. If a person has been promoted year after year, she may end up thinking that she is superior to everyone else and may start decrying other's capabilities and efforts.
The best thing to do then would be to escalate the matter. Her reporting manager could probably assign more projects to keep her busy or maybe even offer a change of location or assignment. She may also need a bit of counselling to tone down her condescending attitude towards co-workers".
The Buck-Passer…
This person always offloads the blame on to someone else. Such people always have a ready excuse for a missed a deadline and someone to blame-a colleague, faulty systems, lack of resources, or even the rain.
Solution: You can curb buck-passing by first checking your own job description to ensure that her task isn't part of your assigned duties. If you're sure it's not, alert your boss.
Sriganesh observes, "In today's corporate environment, buck passers aren't too many. Managers can easily identify who is delivering and who is not. Buck passers could get away once or twice, but eventually they will get pulled up or even worse, fired!
At the first instance of buck passing, you should have a face-to-face with the buck passer and state your feelings on the issue. You need to clearly state that you do not appreciate being made the scapegoat. At the second instance, it is best to report the issue to the buck-passer's reporting manager."
The Gossip…
Whether they are innocuous comments about project management, universal gripes about pay, or malicious gossip about somebody's personal life, you've probably already felt the impact of gossip. To some, the world is full of interesting tidbits that should be dug up and discussed.
Solution: Deal with personal criticism and gossip calmly-she's subconsciously trying to wind you up. Don't ever make the mistake of reacting defensively-if you do, you'll be letting this person win.
Sriganesh says, "Harmless office-small talk can actually be fun and may even help improve the overall bonhomie at the work-place. Good gossip can take the form of complimenting one's perfectly turned-out attire, good natured teasing about one's mannerisms, a coworker's unique habits etc.
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When gossip becomes harmful or is intended to malign an employee's professional or personal reputation, it's time to take a serious view. If a coworker makes spiteful comments, be direct in your disagreement, 'I don't agree with your opinion-I think it is unwarranted'. Or 'Why don't you confront A and tell him that you feel this way about him?'
Alternatively, try a more genteel response, 'I'm not comfortable with this topic. Can we talk about something else?'"
The Competitor…
The over-competitive spirit is difficult to subdue. The competitor is always looking at things from the point of "Can you do things better than me?" Her competition could take the form of public shows of aggression or snide comments meant to demean you before an audience.
Solution: Stifle this over-zealous contestant by stating that you're not interested in turning your workplace issues into an Olympian marathon. But if she's a higher up and her competitive streak is getting out of hand, you'll need to escalate the matter.
The Loudmouth…
She's so loud on the phone she wouldn't need a conference calling line to talk to overseas clients! Such people are blasé about the fact that loud, indiscreet telephone conversations can be offensive to their neighbours.
Solution: Tell her to pipe down-every time her decibel levels rise. Hopefully, over time, she'll get tired of your constant haranguing and stop broadcasting. Better still, Sriganesh advises, "Counsel the offender-in private-to tone down. Any request made in a private manner by a group of aligned co-workers may have the desired effect".
The Angel…
She always says "yes" - in fact, she simply cannot say the word "no". She's the human equivalent of saccharine-she wants to please people all the time and will go out of her way to be sweet to others. However, these types can be unreliable because in an effort to please they'll say yes even though they may not have the ability or resources to do what they promised. Dr. Rick Brinkman and
Dr Rick Kirschner in their bestseller, Dealing with People You Can't Stand: How to Bring Out the Best in People at Their Worst say, "In an effort to please people and avoid confrontation, Yes people say 'yes' without thinking things through. They react to the latest demands on their time by forgetting prior commitments, and overcommit until they have no time for themselves. Then they become resentful."
Solution: It's not necessary to accept her helpful offers. Also, tell her that she's got to learn to say "no". What she needs is to be liked! Reassure her that she'll be liked even if she says "No".
(With inputs from V. Sriganesh, Managing Director and CEO, Catch Consulting International, a Chennai-based Executive Search company)
(Excerpts from: Dealing with People You Can't Stand: How to Bring Out the Best in People at Their Worst by Dr Rick Brinkman and Dr Rick Kirschner)
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