Unbearable colleagues: what they are and how to behave with them

At work, we are surrounded by all kinds of people. Some of them always agree with their superiors. Others do nothing but gladly take credit for themselves and accept praise. No matter how unbearable colleagues we encounter, they invariably turn the work day into a nightmare.

NYU psychology professor Tessa West wrote book “Toxic colleagues. How to work with intolerable people”, in which she singled out seven common types. Of course, sometimes toxicity is a product of corporate culture and has more to do with the company than with the employees. But if the problem is in a particular person, it is enough to determine his type and change the style of communication with him in order to minimize possible damage.

1. Careerist

The first sign that you are dealing with a "careerist" is that he constantly compares himself to others. For example, he says that he has the best sales figures, or emphasizes that he is the most praised in meetings.

"Careerists" perfectly read the situation. They immediately understand who has power in the company and who does not. Moreover, they unmistakably recognize both obvious options, such as bosses, and less obvious options, such as colleagues who enjoy authority and whom everyone turns to for advice. "Careerists" single out such informal leaders and begin to suck up to them to make sure that during a dispute or conflict they will be on their side.

How to behave

Find allies - people who have connections in the company and who can offer their own solution to the problem. If you want to talk about the careerist's behavior with management, make sure you have specific examples of how his actions undermine team productivity and morale.

2. Wolf in sheep's clothing

These are enterprising and mercenary people. Usually their strategy is to find a group of colleagues who work successfully as a coherent mechanism. In such a team, it is difficult to understand who is doing what, because its members use the pronoun “we” when they present their ideas and projects. A "wolf in sheep's clothing" infiltrates such a team and appropriates its merits. This is not difficult, because the alignment of forces inside is not very clear.

If supervisor team does not closely monitor the work of employees, the "wolf in sheep's clothing" will find a way to show himself especially brightly. He often takes advantage of the fact that the boss is not deep in the daily process and does not see when he is being deceived. If possible, the "wolf in sheep's clothing" takes credit for the so-called invisible work - daily tasks that are important for success, but are not always properly accounted for.

How to behave

Always mention the contribution of each team member to the common cause. For example, during the presentation of the project, tell who exactly worked on what. So the "wolf in sheep's clothing" will not have the opportunity to receive praise for someone else's work.

3. Bulldozer

Here the name speaks for itself. These are people who always get their way, no matter who or what stands in their way.

There are two categories of "bulldozers". The first are poorly oriented in the environment. They don't stop talking and complainuntil they get everything they want from others. As a rule, bulldozers get away with such behavior because they have skills that are important for the team. For example, they know very well a computer program in which no one else knows how to work.

"Bulldozers" from the second category are thinner. Usually these are experienced employees with good connections. Their main talent is to stop any initiatives that they do not like. Most often, they go to the manager, share their “doubts” with him and make him doubt the decision he is about to make.

How to behave

Prepare a strategy so that your voice and your opinion will always be heard. And try to avoid situations where work tasks cannot be handled without the help of a bulldozer.

4. Freeloader

This is the most common type of toxic colleague, especially when it comes to teamwork. "Freeloaders" are charming, attractive and have an excellent sense of humor. They don't behave intolerably and may even seem like nice people, just a little distracted and uncollected.

"Freeloaders" are able to find a strong hardworking team, and then join it and distribute their tasks among all participants in such a way that no one notices their idleness. Just like "wolves in sheep's clothing", people of this type choose a close-knit group with collective responsibility. They know that colleagues will do the job anyway, which means they will do what the “freeloaders” were supposed to do. Moreover, they will do it silently, wanting to keep the peace in the team.

Freeloaders also make excellent presentations and present results to superiors. They may mention details, such as saying that the command spent 30 hours per project, and thus instill in the manager an unconscious association between "freeloaders" and hard work, to which they actually have nothing to do.

How to behave

As with the "wolf in sheep's clothing" situation, it's important to do regular fairness checks and keep an eye on who's doing what. Sometimes freeloaders distance themselves from work because they don't like the specific tasks they have to do, not because they don't want to work at all. In this case, it is worth entrusting them with cases that will interest them, so that they can show their best side.

5. micromanager

Usually these are bosses who delve into any issue to the smallest detail and constantly interrupt the work process. Despite the noble intentions of "micromanagers" and a sincere desire to help, their efforts only lead to the fact that tasks are completed slowly, and the quality of work decreases.

"Micromanagers" work the most, but do the least. Their craving to keep track of every little thing is associated with chronic anxiety due to the fact that they do not fully control the processes. Many “micro-managers” bosses become like this because they have their own “micro-managers” bosses. Or they never learned how to effectively manage employees. For example, they got promoted because they were good at their job, not because they could manage other people well.

The corporate culture also contributes to the emergence of “micromanagers” in the team. If the company do not forgive mistakes, managers begin to monitor the progress of even the smallest operations much more carefully.

How to behave

It is important not only to calm the anxiety that lives inside the "micromanager", but also to delineate the boundaries. Explain to your manager what kind of environment you need for productive work. For example, offer a schedule that is convenient for you, according to which you will regularly report on the work done to calm the “micromanager”.

6. negligent boss

This type is distinguished by its inconsistency. The behavior of such leaders is impossible to predict. They can go weeks or even months without being interested in what you are doing, and then suddenly appear out of nowhere and start asking in detail about everything.

One of the main signs that you have a "careless boss" is a feeling of uncertainty, which never leaves you, because you do not know at what point he will appear again and begin to sow chaos.

"Negal bosses" can meet you at any stage of your career. Ordinary leaders turn into them for several reasons. Perhaps because they lack relevant experience. Or they have too many tasks of their own. Or they don't have clear instructions from top management and they don't understand how to prioritize.

How to behave

Address the "negligent boss" with small, specific requests. If he's overwhelmed with work, offer to take over some of it. Or turn to another specialist for the help you wanted from the “negligent boss”.

7. gaslighter

To find a common language with different types of obnoxious colleagues, it is important to analyze the motives of their behavior. This rule applies to all but the most dangerous type of gaslighter.

Such people lie and distort reality to hide certain facts. This may be a violation of the law, unethical behavior or incompetence. In any case, they prefer to act, isolating colleagues from each other. Gaslighters either make them feel like they're part of something special, like the best team, or slowly destroy their self-esteem.

At the same time, gaslighters are excellent at covering their tracks. They weave intrigues behind closed doors and try to destroy everything that may indicate their involvement in what is happening.

How to behave

Gather a close circle of people you can rely on. When you're ready to share your thoughts on the gaslighter with them, start by asking them what other colleagues have had experience with it.