The 10 Coworkers You Need to Watch Out For in Your Career

Unfortunately, throughout our lives, we are likely to encounter individuals who embody some of the most unsavory traits.

These people may cross our paths in the workplace, and while we may exhibit some similar traits, some individuals take it to a whole new level with their complete personality being defined by negative behaviors such as complaining, spreading rumors, bullying, manipulating, being lazy, and more.

Lets kick off!

1. The micromanager

This parasite may have experienced parental micromanagement while they were young. Parental micromanagement can seriously harm a person's mental health and lead to the development of a micromanaging machine when the child gets older.

The micromanager likes to follow up on your work frequently and wants to be engaged in every choice you make. They can mostly serve as managers, although they can also be colleagues. If they understand what you do on a daily basis and can recommend ways you may work differently to be more productive, that makes them feel better about themselves and more in control.

If you provide a client some needful information, for example, they will demand to be the first to know about it and will become irate if they aren't. It can be challenging to avoid these people, especially if they are your direct line manager to whom you are reporting to.

Dealing with a micromanager can be challenging, but there are several strategies that can help:

1. Communicate clearly: Make sure your manager knows what you are working on and the progress you are making. Regular updates and clear communication can help alleviate their micromanagement tendencies.
2. Set expectations: Discuss with your manager what kind of support and communication they expect from you, and what your own preferences are. This can help to establish clear boundaries and reduce their need to micromanage.
3. Ask for feedback: If your manager is micromanaging, they may be doing so because they are not confident in your abilities or they want to ensure that the work is being done correctly. Ask for their feedback and be open to constructive criticism.
4. Emphasize results: Show your manager the results of your work and how it is contributing to the company's goals. This can help to demonstrate your competence and build their trust in you.
5. Be proactive: If your manager is constantly checking in on you, take the initiative to reach out to them with updates. This can help to reduce their need to micromanage and build a more productive working relationship.
6. Seek support: Talk to a trusted colleague or your HR representative for support and advice on how to deal with the situation.

2. The office politician

In many professions, the office politician is a common figure. They are the people that are constantly looking for methods to increase their authority and influence inside the organisation, frequently at the expense of their coworkers.

Even if some office politicians are good at advancing up the corporate ladder and getting things done, others can be destructive to the team's overall productivity and morale.

A significant characteristic of an office politician is their capacity for coercion and influence. They frequently possess the ability to read people well and comprehend what drives them, which they may then use to their advantage.
They might also be skilled at playing the political game, understanding how to work their way up the corporate ladder and into influential positions.

You can be certain that they have researched every aspect of the company they work for, and will always be in the know no matter what level of their position.

However, while office politicians can be successful in their pursuits, they can also be detrimental to the overall morale and productivity of the team. They may be more focused on their own careers than on the success of the company, and they can create a toxic work environment by engaging in backstabbing, gossiping, and undermining their colleagues.

If you suspect that you are working with an office politician, it's important to be aware of their tactics and to not let them manipulate you. Remember to focus on your own goals and priorities, and to not let their actions affect your own work or morale.

Conclusion

The office politician is a common figure in many workplaces, but their actions can be detrimental to the overall morale and productivity of the team. It's important to be aware of their tactics and to not let them manipulate you, while also understanding that not all office politics is negative. Building positive relationships and networking can be a key to success in any workplace.

3. The Gossiper

The office gossiper is someone who thrives on attention and a familiar figure in many workplaces, and can cause a lot of stress and tension among colleagues. This person is often the one who spreads rumors and stories, often at the expense of others, and can create a negative work environment.

It's important to remember that an office gossiper is not just a nuisance, but can have a negative impact on the overall work environment and morale. By taking a stand and addressing the issue, you can help create a positive and productive workplace for everyone.

Conclusion

The office gossiper is a toxic person that can bring negativity and create a stressful environment in the workplace. By not engaging with them, speaking up, keeping it professional, documenting the incidents and leading by example, you can help create a positive and productive work environment.

4. The slacker

Working in an office environment often requires a team effort in order to achieve common goals and objectives. However, when one team member consistently fails to pull their weight, it can create frustration and resentment among their colleagues.

One common example of this is the "slacker" who seems to do the bare minimum to get by. They may arrive late, leave early, or take long breaks without permission. They may also avoid taking on responsibilities or completing tasks on time. This type of behavior not only affects the individual's own productivity, but also the productivity of the entire team.

The slacker in childhood probably never had to do anything for themselves as mummy and daddy would of driven them to and from school and all the after school clubs as well.

Another example is the "free rider" who takes credit for others' work or relies on their colleagues to pick up their slack. This type of behavior can be especially damaging to team morale, as it can create a sense of unfairness and resentment among the other team members.

It's important to address this behavior early on, before it becomes a larger problem. Managers should have a clear and open dialogue with the team member in question, outlining their specific concerns and discussing possible solutions. If the behavior persists, it may be necessary to involve HR or take disciplinary action.

It's also important for the team to address the issue collectively. Having regular team meetings to discuss progress and assign tasks can help ensure that everyone is pulling their weight and holding each other accountable.

Conclusion

one person not pulling their weight can have a significant impact on the productivity and morale of the entire team. It's important for managers to address the issue early on and for the team to work together to hold each other accountable. With open communication and a clear focus on shared goals, it's possible to create a more productive and harmonious working environment for everyone.

5. The complainer

The office complainer is a common personality type found in many workplaces. This person is known for constantly complaining about various issues, from the temperature in the office to the workload they have been assigned. This type of behavior can be detrimental to the morale and productivity of the team and the individual. This person will complain daily, monthly and through the years and are likely to never leave.

There are a few reasons why people may complain in the office. One reason is that they may be feeling overwhelmed and stressed out with their workload. Another reason is that they may be feeling underappreciated or undervalued in their role. Some people may complain as a way to gain attention or to feel like they are being heard.

Whatever the reason for their complaining, it is important to address the issue in a constructive way. Ignoring the complaining or dismissing it as insignificant will only lead to more of the same behavior. Instead, try to understand the root cause of the complaining and address it directly.

If the complaining is related to a specific task or project, try to find ways to make it more manageable for the person. This could involve breaking the task down into smaller, more manageable chunks or providing additional resources or support. If the complaining is related to feeling underappreciated or undervalued, try to find ways to recognize and reward the person for their contributions to the team.

It's also important to set boundaries and communicate them clearly. It's okay to let the person know that their constant complaining is having a negative impact on the team and that you expect them to work on finding solutions rather than just complaining.

In general, it's important to remember that everyone is human and we all have our own struggles and challenges. The office complainer is no different and with the right approach and support, they can learn to manage their complaints in a more constructive way.

Conclusion

The office complainer can be a source of frustration and negativity in the workplace, but with a little understanding and the right approach, it is possible to address the issue and create a more positive and productive work environment for everyone. This person will complain daily, monthly and through the years and are likely to never leave.

6. The bully

This individual is characterized as using their authority or influence to bully and mistreat others. Their intention is often self-serving, driven by personal gain or, in some cases, an unhealthy fetish.

Such individuals may have developed this tendency in their childhood, particularly in school, where they would use fear tactics to control a group of people and inflict emotional distress, causing depression and destroying the self-esteem of their victims.

This traumatic experience often haunts individuals into adulthood, only to repeat itself when the bully becomes a manager or leader and continues to demoralize people at will.

5 ways to deal with the bully

Here are some tips on how to deal with the workplace bully and turn their mean streak into a comedic masterpiece:

1. Embrace their insults: Instead of getting upset, embrace the insults and throw them right back. If the bully calls you lazy, respond with, "I may be lazy, but at least I don't have to hide behind my desk to avoid doing any work."
2. Make a joke out of it: Turn the situation into a joke and diffuse the tension. If the bully tries to belittle you in front of others, simply respond with a smile and say, "Well, at least I'm not the only one who thinks I'm funny."
3. Get creative: If the bully is always trying to steal your lunch, switch things up and bring a banana instead. When they ask where your lunch is, respond with a smile, "I decided to go on a low-carb diet, it's the new rage, you know."
4. Use sarcasm: Sarcasm is the ultimate weapon against bullies. If the bully is trying to make you look bad, simply respond with a sarcastic comment, like, "Thanks for the compliment, I'll take it under consideration."
5. Get a sense of humor: The best way to deal with a bully is to have a sense of humor. If they're trying to bring you down, just laugh it off and show them that their mean comments don't affect you.

7. The know-it-all

We've all encountered that one colleague who seems to know everything, constantly interjecting in meetings and offering unsolicited advice. They may be well-intentioned, but their behavior can be frustrating and disruptive to the team. So, how can you deal with a know-it-all in the office?

First, it's important to understand why the colleague is behaving this way. They may be trying to prove their value to the team, or they may simply enjoy feeling like the expert. In any case, it's important to approach the situation with empathy and understanding.

One way to deal with a know-it-all is to redirect the conversation. Instead of shutting them down or getting into a heated argument, try to steer the conversation in a different direction. This can be done by redirecting the conversation to other team members or by asking a question related to the topic at hand.

It's also important to remember that everyone has something valuable to contribute, regardless of their level of experience or expertise. Encourage your colleague to listen and learn from others, rather than always focusing on what they know.

Conclusion

Dealing with a know-it-all in the office can be challenging, but it is possible to navigate the situation with empathy, understanding, and effective communication. Remember that everyone has something valuable to contribute and encourage your colleague to be more open-minded and listen to others."

8. The drama queen

A "drama queen" is a person who frequently causes unnecessary conflict or drama in the workplace. This type of individual is often attention-seeking and thrives on the reactions of others to their behavior.

Dealing with a drama queen in the office can be a challenging task for any manager or coworker. They can create a toxic work environment, causing stress and tension among their colleagues. It's essential to address the situation promptly and effectively to maintain a positive and productive atmosphere for everyone.

One strategy for managing a drama queen is to set boundaries. Clearly communicate what is acceptable behavior and what is not. It's also important to document any incidents and confront the individual directly, but in a calm and professional manner.

Another approach is to encourage open communication and foster a positive work culture. By creating an environment where individuals feel heard and valued, it can help reduce the need for attention-seeking behavior. Encourage teamwork and collaboration and make sure everyone feels included and respected.

It's important to note that a drama queen's behavior is not always intentional and may stem from deeper personal issues. In some cases, it may be appropriate to seek the help of a professional counselor or therapist to address these underlying issues.

Conclusion

Dealing with a drama queen in the office can be a challenging task, but with effective communication and management, it's possible to maintain a positive and productive work environment for everyone. It's important to address the situation promptly and effectively, set boundaries, and foster open communication and positive work culture.

9. The perfectionist

Perfectionism can be a double-edged sword in the workplace. On one hand, it can drive individuals to strive for excellence and produce high-quality work. On the other hand, it can also lead to procrastination, burnout, and dissatisfaction with one's performance.

In the office, a perfectionist colleague can be a valuable asset, as they often have a keen attention to detail and a drive to produce the best possible work. They may also set a high standard for the team to follow, which can lead to improved overall performance. However, this same drive to be perfect can also cause delays and holdups in projects, as the perfectionist may spend excessive amounts of time perfecting every small detail, even if it is not necessary.

Additionally, perfectionists may struggle with delegating tasks to others, as they may not trust that they will be completed to their high standards. This can lead to a heavy workload for the perfectionist and resentment from their team members.

Perfectionism can also be detrimental to one's mental health. Perfectionists often have a hard time accepting mistakes and can be extremely self-critical. This can lead to a negative work-life balance and burnout.

It's important to recognize that perfectionism is not a one-size-fits-all trait. Everyone's experience with perfectionism is different, and it is important to understand the individual's perspective and how it affects their work.

Conclusion

Perfectionism can be both a strength and a weakness in the office. It is important to acknowledge and understand the perfectionist colleague's perspective and how it affects their work and the work of the team. Encourage open communication, and remind them that it's okay to make mistakes, and to focus on progress, not perfection.

10. The procrastinator

Procrastination is a common problem in the workplace, and it can have a significant impact on productivity and job performance. It is defined as the act of delaying or postponing tasks, often without a good reason.

Procrastination can be caused by a variety of factors, including fear of failure, lack of motivation, lack of interest in the task, and even perfectionism. It can also be a symptom of underlying issues such as anxiety or depression.

In the office, procrastination can manifest in a number of ways, such as constantly checking email or social media, participating in unnecessary meetings, or getting caught up in unimportant tasks. It can also lead to missed deadlines, lower quality work, and increased stress levels.

To combat procrastination, it's important to understand the root cause of the behavior. For example, if a lack of motivation is the issue, finding a way to make the task more interesting or relevant may be the solution. If perfectionism is the issue, setting smaller, more manageable goals can help.

Another effective strategy is to create a schedule or to-do list, and set specific deadlines for completing tasks. Prioritizing tasks based on their level of importance can also help to keep procrastination in check.

Conclusion

To these individual strategies, it's also important for managers to create a work environment that promotes productivity and reduces stress. This can include providing regular feedback, offering training and development opportunities, and encouraging a healthy work-life balance.

Procrastination can be a difficult habit to break, but with the right strategies and a supportive work environment, it's possible to overcome it and achieve greater productivity and job satisfaction.