Multiple indicators determine whether a worker could be transforming into a persistent workplace aggressor. Leaders need to observe the behavior of their workers in meetings and with their interactions with others workers on a consistent basis. This allows them to develop a perspective on every worker’s individual behavior and the impact it has on the overall workplace environment.
Leaders have responsibilities to the overall culture in the workplace and therefore, must scrutinize the behavior of every worker. Leaders should examine both the verbal and non-verbal behavior and interactions to determine whether they may have a potential persistent workplace aggressor in their midst.
Leaders should ask the following: Does the worker engage in some or all of these behaviors listed below? Who are these behaviors directed towards? How frequently are these behaviors occurring in the workplace?
- Interrupts in meetings
- Tattles to the boss or co-workers
- Defensiveness –defending behavior of other workers that are clearly inept but these workers support the potential aggressor
- Lies about relevant and irrelevant issues
- Gossips regularly including making up blatant lies about others
- Talks over people in meetings or in other interactions
- Brings up issues or concerns that that have been dealt with and/or are irrelevant to the current situation at hand
- Responds inappropriate to others including but not limited too—tone of voice, non-verbal behaviors, such as rolling eyes or raising eye brows, talks down to others, and their overall behavior in meetings and interactions with others is not suitable
- Lacks the ability to accept any feedback from others
- Lacks the ability to accept any responsibility for their own actions and has a tendency to blame others
- Muddies the waters with irrelevant information in an effort to confuse and take the focus away from real issues including themselves
- Prods others workers in an attempt to gain a reaction
- Always blow their own horn in order to show how great they are and to specify their own expertise
- Demands that their own decisions should be followed and their actions are superior
If you can answer yes to some or all of these, you could have a problem worker on your hands. It is, therefore, vital to be proactive and address these immediately to prevent your workplace from becoming one of persistent workplace aggression. For more information, please contact me at email@example.com or 320-309-2360