21 Signs You Work With a Difficult Coworker Who Loses Control Easily
Recognise the warning signs of aggressive workplace behaviour and learn how to handle a volatile coworker without damaging your confidence.
Introduction
Every office has difficult people.
But then there’s this one.
The one who:
- Snaps without warning
- Turns small issues into chaos
- Makes everyone feel on edge
This isn’t just pressure.
👉 It’s volatility.
And the worst part?
Everyone ends up adjusting their behaviour… just to avoid triggering them.
James Mason
21 Signs You Work With a “Mad Dog”
1. Flies off the handle over small inconsistencies
A minor mistake becomes a full-blown reaction.
2. Completely unapproachable
People avoid them — not out of respect, but fear.
3. Never to blame (in their own mind)
Everything is someone else’s fault.
4. Turns minor meetings into horror shows
Conversations escalate fast… and unnecessarily.
5. Hostile and aggressive tone
Even neutral situations feel tense.
6. Overreacts before understanding context
Reaction first, facts later.
7. Creates a “walking on eggshells” environment
Everyone adjusts to them.
8. Uses intimidation as a shortcut
Volume replaces leadership.
9. Public outbursts
Calls people out in front of others.
10. No emotional control
Small triggers = big reactions.
11. Demands urgency for everything
Everything is “FIX IT NOW.”
12. Interrupts aggressively
Conversation becomes domination.
13. Dismisses explanations
Doesn’t want context — just control.
14. Creates fear-driven productivity
People perform… but not sustainably.
15. Rarely acknowledges good work
Only notices problems.
16. Blames teams, not systems
Never looks at root causes.
17. Makes others second-guess themselves
Confidence drops around them.
18. Escalates unnecessarily
Small issues become big escalations.
19. Refuses feedback
Any challenge = confrontation.
20. Leaves emotional fallout
After interactions, people feel drained.
21. You feel relief when they’re not around
That says everything.
James Mason
Why This Happens
This behaviour isn’t random.
It often comes from:
- Poor emotional regulation
- Pressure without coping mechanisms
- Learned behaviour (it “worked” before)
- Insecurity masked as control
Some believe:
👉 Aggression = authority
👉 Fear = respect
They’re wrong.
🗄️ CONFIDENTIAL DRAWER (Office Bantomime Gem)
🗄️ CONFIDENTIAL DRAWER
(Open Carefully)
This behaviour is not “just stress.”
“If it feels hostile… it probably is.”
💎 If you’re dealing with this… read this properly.
This kind of behaviour should not be tolerated in any workplace.
This isn’t leadership. It’s intimidation.
This person is no different from a bully.
They’re just louder, more obvious, and harder to ignore.
And that means you don’t adapt to them — you manage the situation properly.
- ✔ Stay calm — don’t match their energy
- ✔ Keep communication short and factual
- ✔ Don’t engage in emotional reactions
If behaviour crosses the line:
- ✔ Document incidents
- ✔ Raise concerns with management
- ✔ Escalate if it continues
You are not there to absorb someone else’s lack of control.
A professional workplace does not run on fear.
James Mason
How to Deal With a “Mad Dog”
- Don’t react emotionally
- Keep interactions short
- Avoid public confrontation
- Document patterns
- Escalate when necessary
Final Thought
You don’t fix people like this.
👉 You manage your exposure to them.
And if needed:
👉 You escalate.
❓ Frequently Asked Questions
Is this just someone under pressure?
Pressure doesn’t justify aggression. Everyone deals with stress, but consistent hostile behaviour is a sign of poor control — not strong leadership.
Should I confront them directly?
Only if the situation feels safe and controlled. In most cases, it’s better to stay calm, keep things professional, and avoid escalating emotions. If behaviour continues, raise it through proper channels.
Why does this type of behaviour happen?
It often comes from poor emotional control, pressure, or learned behaviour where aggression has previously worked. Some people confuse being loud or forceful with being effective.
Can this behaviour actually change?
Only if the person recognises it and chooses to change. If they don’t, your focus should be on managing the situation — not trying to fix them.
What’s the best way to deal with someone like this?
Stay calm, keep communication short and factual, and don’t match their energy. Document behaviour if it becomes a pattern, and escalate through management if needed.
What if this is affecting my confidence or mental wellbeing?
That’s a strong signal the situation has gone too far.
No one should feel anxious, drained, or on edge just because of one person’s behaviour.
Speak to someone you trust — whether that’s your manager, HR, or a colleague. You don’t need to handle it alone.
Protecting your wellbeing is not overreacting — it’s necessary.
