Sometimes we roll our eyes at co-workers at how awkward they are… (Photo: Julien L. for Unsplash)
FUCKING JOB! is a section where Olivier Schmouker answers your toughest questions [et les plus pertinentes] about the modern business world… and of course about its shortcomings. An appointment to read Tuesdays and the thursdays. Would you like to participate? Send us your question to [email protected]
Q. – “A colleague came back from maternity leave completely changed: she doesn’t care about anything, she is snappy towards others, etc.” No one supports it anymore. One of us quietly called his partner to find out what’s going on, but he says he’s going through the same thing as us and he hopes it will pass. What to do? Laying them off, even if it has become complicated given the labor shortage? Something else?” – Lion
A. – Dear Leo, it is true that colleagues who are always in a bad mood, not to say unbearable, are a real nuisance. Because they not only affect our good mood and morale, but also our efficiency and productivity. It should therefore be remedied immediately.
According to the French trainer Amélie Bridot, who raised this issue in an article on the “Welcome to the Jungle” website, it is above all necessary to keep a cool head in the face of the insolence and other provocations of the colleague who proves unbearable maintain. Because the lack of reaction can cause him to calm down on his own.
However, we must get to the root of the problem. Which, according to Amélie Bridot, can happen as follows:
– Search for understanding. If the person gets upset repeatedly, something is wrong. In his daily life at work or in his daily life outside of work. Sometimes, through simple observation, it is possible to identify the origin of the problem or problems. But in this case, Leo, that doesn’t seem to have been enough to pinpoint the problem.
– Reflect and be positive. Even in difficult situations there are positives. And this is something to watch out for if your co-worker gets too carried away, because the information you get can be used to start a conversation with that person.
Let’s take an example. Let’s say your co-worker rails against management for not being up to the task (a classic among those used to bitching!). Of course, it’s irritating to hear her complaining about it repeatedly, but it also shows her commitment to the organization: she wants the situation to improve, for action to be taken to fix a particular problem, etc. .
Such commitment is in itself a positive thing. This is an interesting lever for you.
– Initiate the discussion and thus the solution of the problem. The idea is to find a way to bring a “positive reality” into the “head and heart” of the uncomfortable person. To show her that behind her terrible character there are good points (e.g. her dedication to the organization) that she should bring out more in her daily work. For the good of all, his own and the other.
Well, who needs to have this discussion with her? Not you, unless there is a great deal of trust between the two of you. In general, it’s best if the interview takes place between the unwelcome person and their immediate manager, if not a human resource manager.
Because very often just talking about a problem is enough to start solving it…
In short, Leo, the sacking is not the scenario to prioritize from the start. It is important to identify the problem that caused your colleague’s drastic character change, because then the solution may be obvious to everyone. So obvious.
As I often say in Maudite job!, do three specific things and the solution to your problem will surely come your way:
1. Communicate.
2. Communicate.
3. Communicate again.