The Annoying Co Worker - Blair McPherson

 

Negativity, cynical, argumentative,  not pulling weight, spreading rumours/gossiping, interfering know it all, loud voice on phone, personal hygiene issues/smells, eats smelly food in office at desk ( fish and chips) untidy desk spilling over to others work area 

Insist on keeping opening window causing draft, never pays tea money because doesn’t drink coffee or tea but makes /offer visitors tea and coffee, suspected of sneaking /stealing biscuits, asks to borrow money but never repays, hoarder, when boss is out office doesn’t do any work, fails to pass on messages , steals credit for work of others, two faced, plays the martyr  “I’m so busy “ but turns down offers of help.Pleads with you to deal with their urgent request you re-prioritise your work and deliver only to be told oh it’s ok I don’t need it now. 

Can’t do task because hasn’t had training but always find excuse not to go on training.

 

HR ask if they raised their concerns with the individual? Yes they say and it’s just made things worse.There is a terrible atmosphere in the office. The manager just says people need to be professional and learn to get on with each other. 

 

The manager tells HR that whilst the individual is a bit eccentric and can irritate other members of the team they are not malicious and that this is a case of a personality clash between two individuals. If the two can’t get on then the manager sees the only option is to transfer one to another team which they assume HR would facilitate. Of course neither individual sees why they should move and thinks the other should be transferred. 

 

As a result of telling the individuals if they can’t get on one will have to go both individuals have submitted a formal grievance against their manager! 

 

Resolving conflict between team members is the responsibility of the line manager because  management is about supervising, motivating, and influencing employees to work together effectively. It is also a critical part of monitoring performance, setting standards of behaviour and intervening to ensure effective teamwork. 

 

Having stated that resolving conflict between team members is the responsibility of the line manager never the less HR has an crucial role to play as an impartial mediator bringing the sides together, creating the opportunity for all to be heard, reiterating the organisations policies with regards to conduct at work and suggesting ways forward. 

 

All to often the declaration of a truce will be seen as objective achieved but their remains the issue for HR of the competence and confidence of the manager. The fact that recent research has confirmed conflict between team members is part of the job managers struggle with indicates the need for more training, coaching and mentoring in this area. Organisations with a strategic approach to HR will recognise the benefits of addressing this issue rather than relying on HR’s short term interventions. 

 

Blair Mcpherson former Director author and blogger blairmcpherson.co.uk