As we know passive-aggressive behavior is contagious and the dysfunctional behavior spreads very fast
So how to break that vicious passive aggressive cycle? if you have seen this cycle play out in your workplace what have you done to break it? Saving Changes...
Anton OosthuizenSenior Business Analyst / Project Manager| Self EmployedPretoria, Gauteng, South Africa
Whenever somebody raises a question regarding HR issues I would assume that the first steps have been completed - Find and understand the root cause. You will never be able to efficiently deal with these issues without solving the actual cause. While firing the 'offender' might seem like a solution it would most probably be short term.What is causing the 'offender' to behave in such a manner will still be present. Remember people all have different tolerances for things. Some might go for years working in a bad environment before they start showing negativity, others might only last a few weeks/months. While you do get those who just do not fit in (the a-hole), these are the exception. In 9/10 situations there is a trigger that is causing negativity in the workplace. First find it and understand it. Telling people to ignore it and get on with the job is bad management.
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1 reply by Riyadh Salih
Dec 21, 2018 12:26 AM
Riyadh Salih
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Anton, thanks for your good analogy and you are right sometimes the circumstances or surroundings might impact negatively on people some last short some last longer before they get infected
Whenever somebody raises a question regarding HR issues I would assume that the first steps have been completed - Find and understand the root cause. You will never be able to efficiently deal with these issues without solving the actual cause. While firing the 'offender' might seem like a solution it would most probably be short term.What is causing the 'offender' to behave in such a manner will still be present. Remember people all have different tolerances for things. Some might go for years working in a bad environment before they start showing negativity, others might only last a few weeks/months. While you do get those who just do not fit in (the a-hole), these are the exception. In 9/10 situations there is a trigger that is causing negativity in the workplace. First find it and understand it. Telling people to ignore it and get on with the job is bad management.
Anton, thanks for your good analogy and you are right sometimes the circumstances or surroundings might impact negatively on people some last short some last longer before they get infected Saving Changes...
Hi Riyadh, Another observation: Culture can be destroyed from the middle management layers. I observed an excellent culture turn ugly after a merger where one VP and one director were bad actors. Two people in the middle ruined the culture of a 3000 person company. It was tragic and 10 years later, the culture remains afflicted. Sadly, all that was needed was for someone in the senior ranks to pull these two aside and tell them to stop acting out.
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1 reply by Riyadh Salih
Dec 21, 2018 9:46 PM
Riyadh Salih
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Bob, great analogy thanks for your support and feedback
Saving Changes...
LORI WILSONRETIRED - Technical Project Manager| RETIRED - LifePoint HealthClarkston, Wa, United States
Hello Riyadh: One of the key elements in passive aggressive behavior is resistance. Often Project Managers will run into resistance because we are making change happen. When I see passive aggressive behavior or resistance to change, I try to have a 1:1 conversation where I ask a lot of questions. Some of my project questions might be "I get the feeling that you don't agree with this project, can you tell me more about your thoughts on this".....or....."What would it take to bring you on board with this project?"......or......"what are your thoughts about this project?"....those types of questions to learn more. Sometimes these conversations can open excellent opportunities to help move the project forward and help make change happen for the better. Saving Changes...
Hi Riyadh, Another observation: Culture can be destroyed from the middle management layers. I observed an excellent culture turn ugly after a merger where one VP and one director were bad actors. Two people in the middle ruined the culture of a 3000 person company. It was tragic and 10 years later, the culture remains afflicted. Sadly, all that was needed was for someone in the senior ranks to pull these two aside and tell them to stop acting out.
Bob, great analogy thanks for your support and feedback Saving Changes...
A combination of working agreements (department or team-level), senior leaders who "walk the talk", and the courage to challenge those who demonstrate this unhealthy behavior.
Every time we turn a blind eye to such poor practices, we are enabling them...
Kiron
I agree on this and a diagnosis of this condition as well as a good expectation setting early on will help alleviate the issue. Behavior modification is a long term need however consistent and persistent efforts need to be made to break a negative behavior.
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1 reply by Riyadh Salih
Dec 22, 2018 2:55 PM
Riyadh Salih
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Deepa, thanks for your feed back you have a good point here
I agree on this and a diagnosis of this condition as well as a good expectation setting early on will help alleviate the issue. Behavior modification is a long term need however consistent and persistent efforts need to be made to break a negative behavior.
Deepa, thanks for your feed back you have a good point here Saving Changes...
