In the work environment, spending many hours a week with people with different interests and roles than ours can make it pop. toxic attitudes.
It is ways of acting and predisposing to behaviors that harm us and the rest of the team, Worsening of the working climate and heavier performance of the organization, at least in part.
Toxic Companions: Have you ever dealt with someone like this?
Since it is very easy for these toxic attitudes to become chronic, forcing all team members to adapt (and resign themselves) to living with them, it is advisable to detect them early and cut them off. the root, for fun. of all.
Let’s see what these toxic attitudes of peers are and how to fight them.
1. The least bad option
Some colleagues they can end up creating a system of essentially unintentional manipulation, Based on his bad mood. These people take advantage of their moments of bad humor to create a little blackmail that jeopardizes the overall functioning of the work team. Basically what they do is try to get the rest of the classmates to make sacrifices for appeasement, charging some of their work as a strategy in which the lesser evil is chosen.
What happens is that, in the first place, why these people are in a bad mood shouldn’t have anything to do with what’s going on at work, And therefore often not the responsibility of the rest of his teammates. However, the consequences of their anger if they affect the work climate, creating the illusion that it is a business problem.
This way, others will be ready to “load” the consequences of a bad mood and they will give preferential treatment to that person. In turn, there comes a time with the partner who takes advantage of this “learning” that his bad mood is rewarded.
In the event that we detect this toxic attitude, the ideal is encourage the human resources department to contact this person to explore the origins of their emotional state and see how it can be resolved without negatively affecting the organization as a whole. Facing this person with the same emotional intensity that they use to complain is not recommended, as it can rebound and make them even more angry, this time making us share their anger.
- Learn more: “Toxic friendships: 7 signs to spot a bad friend”
2. Widen the conflict
Within an organization it is relatively common for certain friction and conflicts to arise between certain people. How these conflicts are resolved will be critical in ensuring that the conflict does not affect the overall functioning of the business, but sometimes people can seem willing to inflate the scale of these small struggles.
The reason is that, in order to break their cornered position in the conflict, some colleagues may want to break their isolation by involving in the conflict people who, because of their role in the company, do not have to position themselves in favor. . Or against someone.
This is why it is worth knowing how to recognize when these cases occur consistently depending on the nature of the conflict: some fights are resolved in private.
3. Act like a fake manager
In the intrigues and pseudo-conspiracies that can appear within an organization **, one of the most used methods is to try to convince certain people by offering them gifts that they did not ask for ** . So, for example, some people may come to act with paternalism towards us.
Condescending comments in front of us, or even attempts to make us feel like these fake managers are talking good about us in front of other colleagues when “they’re not supposed to know we’re listening” are bad taste classics that we do. do not have to tolerate if we suspect that this is not part of the spontaneous behavior of these people and that they are part of a strategy to gain our favor. In such cases, the best is to maintain courteous treatment but not to show gratitude for these unsolicited gifts. In these cases, assertiveness is everything.
4. Information traffic
In the globalized world, information is power, and some people may spend a large part of their work day trying to chat on everything that goes on in the work and personal lives of his colleagues.
This may have its reasons in the usefulness that certain information may have when it comes to progress in the company, or it may be due to the sheer pleasure of snooping. Anyway, in the face of such behavior, it is good to communicate that there is no valid justification believe with the right to know everything about what colleagues do. Within organizations, the need for confidentiality remains of paramount importance, even if there is teamwork.
5. The machine gun of criticism
Other peers can become very pushy with some criticism that is fundamentally unfounded. In this case, it is quite possible that trying to be complicit in these criticisms is not part of any planned strategy to get us against someone: there are people who just like to criticize.
In these cases, the ideal way to preserve the teamwork dynamic from suffering is, in the first place, be clear that this person is criticizing for no reason, And second, to make her seem polite that we don’t think like her. It may also be useful to encourage her to formalize her complaints, such as on the one hand specifying the reasons for her complaints, and on the other hand, she will be forced to adopt a position in which defending her position will require a certain amount of time. effort, which might make you think about your sanity.