How would you deal with a difficult coworker?
A. Drop small hints to let your coworker know that his/her behavior is bothering you. B. Talk to other employees about the situation. C. Speak to your supervisor about your co-workers attitude at work. D. Ask your supervisor to schedule you to work with somebody else. E. Let your co-worker know that you are bothered by his/her behavior. F. Try to find out the root cause of your co-workers bothersome behavior.
I think after reading all the replies there lies the answers in many ways. I believe the best thing to do would be to approach the person if possible, although some people make that impossible. I think if you leave hints or do something indirectly, many times it makes things worse. If you can not speak to the person causing concern, then go the next step up. There are problems sometimes in this action too. It would be great if we could get some reasonable results like we go to the manager or supervisor and they immediately arrange for all of us to get together and talk it through, which seems like the best way and the way many policies say it should be done, but this is not always the case. Sometimes the manager etc is also part of the problem, so then what do you do. Most people are afraid to do much more and then just suck it up and suffer. This is the problem of bullying on top of bullying. If you do not have a supportive person you could go to, it sometimes seems like a dead end. I have suffered a lot in this whole type of scenario because I followed what I thought was right and just or stay in my integrity. There are consequences for this, but this should not be allowed to happen. I would like to do more to dissipate and even change this Paradigm I am an Educator who has put together a program to educate, bring awareness of this issue and maybe even change this old harmful Paradigm. If you want to know more drop me a line. Thanks Pat
I think after reading all the replies there lies the answers in many ways. I believe the best thing to do would be to approach the person if possible, although some people make that impossible. I think if you leave hints or do something indirectly, many times it makes things worse. If you can not speak to the person causing concern, then go the next step up. There are problems sometimes in this action too. It would be great if we could get some reasonable results like we go to the manager or supervisor and they immediately arrange for all of us to get together and talk it through, which seems like the best way and the way many policies say it should be done, but this is not always the case. Sometimes the manager etc is also part of the problem, so then what do you do. Most people are afraid to do much more and then just suck it up and suffer. This is the problem of bullying on top of bullying. If you do not have a supportive person you could go to, it sometimes seems like a dead end. I have suffered a lot in this whole type of scenario because I followed what I thought was right and just or stay in my integrity. There are consequences for this, but this should not be allowed to happen. I would like to do more to dissipate and even change this Paradigm I am an Educator who has put together a program to educate, bring awareness of this issue and maybe even change this old harmful Paradigm. If you want to know more drop me a line. Thanks Pat
A
as a co-workewr you have to realize..its NOT just the supervisors problem...its your problem too, so yes if at all possible you have toget to the root cause. in todays workplace,,employee engagemeny, is not jusr a survey that comes from corporate on an annual basis. if a coworkers attitude is impacting the departments performance its everyones problem....gone are the days that its just "a management problem"...employees need to take the same kind of approach to solving problems in the workplace that thety that take ,,or have taken in solving problems in their lives with friends, relatives, partners,...employee engagement is in part an emotional committment to the workplace..and smart companies re treating it that way...The development of human capitol in the workplace is something that is not just a managment or hr initative it is something that every employee needs to embrace,,,otherwise we will never get to true employee engagement...yep employees have to have some skin in the game also..
john SHK
(E) and (F)- Maybe they are having problems at home and it's affecting them at work. I'd approach them and ask if we could talk and say that they appear to be struggling, Is there anything I can do to help? Do they want to vent/talk?
If they snap at you and refuse to talk, then (C) and say, I've tried asking them if there was an issue and they refuse to respond and tell me what's wrong. Could you please speak to them because their attitude is beginning to affect my work.
C is the correct answer. Its better to express your opinion to your supervisor and let he or she have a small meeting with all individuals involved.
In the past the best option has been for me E. The reason for me is this: in short order I know exactly where you stand. If I can resolve the issue with you right then and there I will, and if not and you want to continue on with your behavior then I will take it to management. Really at the end of the day I just want to work and be happy, and if I can make that happen then I am satisfied. Who knows I may be doing something unintentionally that bothers you, and you are just reacting to me. If in less than ten minutes I can have the problem resolved I am all for that!
E. Non Confrontational Communication with a fellow co-worker would be the most effective in conflict resolution.
Some supervisors have trust issues. So they rely on bad coworkers to tell them lies that kill the teamwork.
F to start out with then you could go from there but a lot of people hold things in so then maybe a one on one with the individual