Behaviors In The Workplace That Drive You Crazy

Behaviors In The Workplace That Drive You Crazy

Behaviors In The Workplace That Drive You Crazy

Humans are about a bunch of volatile emotions. We can carry our emotions everywhere we go – home, work, to the gym, school and even on a holiday. Isn’t that true? Most of the time, it’s with these bio-chemically generated reactions that we are at a constant tussle. The day we manage to keep them under control, under the measurable line of “acceptable,” we are happy but the day it spills over to the danger zone of “unacceptable,” it causes a turmoil within, about the rights and wrongs.

Interestingly, the reactions of one relationship in one area of our lives spill over to another and have unwelcome consequences. Unfortunately, most of us are not adept at compartmentalizing our lives well and if at all, they are definitely not air-tight.

An angry, irritated or sullen co-worker can upset you. This, in turn, might reflect in your behavior with others, thus causing a chain reaction. The co-worker’s bad mood may not be your fault; it may have to do with a family problem or some other issue which you may be unaware of. But the result of this behavior is definitely not positive. It can change the workplace atmosphere drastically and affect productivity.

To deal with uncooperative behavior, here are some sure-shot remedies:

  • Give people the importance they deserve.
  • Let them know that their contribution is valued and that their opinions, recommendations and advice are needed.
  • Analyze the reasons for uncooperative behavior-it is an indication that something is not right, that there may be certain issues that need correction.
  • The best way is to allow the situation to cool off and speak at a later time about avoiding such a scene in future.

If gossiping is an issue in your workplace, then a way to handle it could be to set up an open platform where people can be encouraged to speak their minds about different issues of concern regarding employees, rules or anything else.

Open lines of communication and approachability to people in authority are often the best way to handle difficult situations. Often, people just “need to talk”- have someone listen or express themselves. Once the reason is found, it may be easier to resolve the issue and help the person concerned.

Empathic Listening is a skill, the importance of which cannot be overemphasized. Along with listening comes a host of other observable behaviors which can help you understand the individual’s position in the situation he or she describes. One’s body language can reveal a lot. Listen without interrupting or putting your viewpoint in place to be helpful to the speaker. It also helps you understand completely what that person is going through.

Do share your thoughts on the same.

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  • One interesting area of “behaviours that drive you crazy” is also the actions of a superior in managing and projecting his/her team’s capability in front of a client.

    A continuous “yes, can be done” tone by the superior often leaves many a team member demoralised and demotivated (and in certain cases depressed or extremely angry). This is because it seems the superior has no respect for the individual team members or no understanding of the objective and process involve and is simply using his “position power” to placate the client in the hope that the business transaction would continue smoothly.

    In such a scenario, this type of behaviour can drive people in the workplace quite mad!

  • An interesting question. The behaviours that drive you mad are likely to be those that are in conflict with your values. The even more interesting concept is that depending on your own personal values, the irritation to you may be amplified compared to other colleagues.

    If you value modesty and humility, then someone who appears confident to most, may seem arrogant to you.

    If you value independence then a very helpful person could strike you as smothering or patronising. “Did I say I needed help !!”

    We all see the world through our own lens and therefore we attribute discriptions to others behaviour accordingly.

    The thorough person can become pedantic in the eyes of the speed merchant. The person who trusts their instincts may be seen as a reckless risk taker by those who value caution.

    The key to getting along when your values are in conflict with another is to get to know your staff and colleagues well. Get a feel for their values and then try to put yourself in their shoes when they drive you up the wall !

  • Chris Graham

    I’m sure there are hostile work environments, but the thing to remember is “it is a work environment”. Every work environment has a set of norms or values and these are usually charateristics that the organization values. If a person (executive or manager or employee) exhibits behaviors that dehumanize the person then yo uhave to question the values of the organization. People are the most important asset a company possesses. In order to create a high performing working environment a person must feel valued, but the person must also see fulfillment in the work they are performing. Value, Fulfilliment and meaningful work are essential to a good work environment.

    It is up to each individual to recognize the value of the person they work with. They do not have to be friends, but they need to respect the talents being brought to the team. It is the managers responsibility to establish the norms and values that each employee must adhere too. If they do not, then it becomes a performance isse to be handled.

    No situation is ideal, but it is the resposibility of the manager to establish behavioral values and if people do not adhere to them, them the manager must act quickly to remove the source of trouble. If they do not, then they lose the authority that comes with the position.

  • Jacqueline M. Walters

    The Managers should be the first to modle ethical workplace behaviors, show interest in communication with staff, display respect and tolerance. Show up at work, whole, energize, passionate, fullfill and challenge be prepare to empower, inspire and motivate their workforces, to get the best performances out of them.
    Its the Managers responsibilities to set the guidelines and establish appropriate workplace professional conduct that fosters the organizations culture.

  • Orlando Rios

    All those behaviors are so “human”, therefore, almost impossible to predict/control/change, in my personal experience I found that the best thing to do, is to recognize that those behaviors are part of life. It is part of accepting the world “as is”. There is no guarantee on us (humans), we cannot “return to manufacturer”.

    How to deal with those behaviors then? Simple, lots and lots and lots of education. And above all, that each one of us, assumes a professional attitude. A team players attitude that should be monitored by our business leaders, then the faults or virtues found should be properly punished or rewarded. According to the teams visions, goals, objectives.