passive-aggressive behavior is more comfortable to deliver than confrontational behavior,
Saying what you really mean when you know there will be a disagreement is difficult for many, especially if there is some perceived benefit in sustaining a smooth relationship with a coworker or supervisor,”
Passive-aggressive behavior can be viewed as a way to create more leverage when the level of power is unbalanced in a work situation.”
- Sarcasm can damage relationships and
- stalling can interrupt workflow.
1. SEEK TO UNDERSTAND WHAT’S REALLY BEHIND IT
While we often we see resistance as bad, you can also see it as something to honor and understand,”
Honoring] these concerns can build the foundation of trust,”
2. MODEL HEALTHY CONFLICT MANAGEMENT
“It may mean taking some time and space until cooler heads can prevail,”
‘I hear you. Let me have some time to think about this before we discuss further.’
This can mean seeking to understand and looking for solutions where everyone can win.”
come to the conversation offering options,
“Don’t put them on the defensive,” she says. “Show empathy for their situation and focus on their needs.”
“I can see that you are busy, I would imagine that you don’t need an interruption,”
“I value your input and really need to talk to you for about….?
3. SEE IT FOR WHAT IT IS
When you come across a passive-aggressive coworker…saying to yourself, ‘Okay, this person is passive aggressive, so I need to react and communicate differently than if this person wasn’t passive-aggressive,’
you need to work alongside this person and produce excellent work even though they may be getting on your nerves,”
The systemic nature of passive aggression in the workplace Etc.
ageism how discrimination affects systemic passive aggressive behavior.
The old elephant in the room.
Try to get to know them as a person
4. SET HEALTHY BOUNDARIES
Being on the receiving end of passive-aggressive behavior is frustrating, and it’s important to think about how you’re being impacted by this person in the long term,
If your efforts to understand and model healthy conflict behaviors don’t work you must look at how you are setting healthy boundaries for yourself and getting the support you need,”
- This may mean respectfully standing firm or
- finding a way to exit the relationship all together.”
seek out a trusted person, such as your manager or HR director, in whom you can confide or ask for advice or perspective.
CALL THEM OUT
“They might not even be aware of how you’re perceiving their comments,”
While you don’t want to stir the pot to the point of animosity, you also don’t have to bear the brunt of their constant barrage of ammo; that’s the makings of a toxic environment,
Push back “They might not even be aware of how you’re perceiving their comments,”
“Keep your cool and don’t take it personally.
If this person is passive-aggressive toward you, chances are he or she is operating the same way to others.”
You can also turn the tables and ask for clarification,
“Don’t get defensive,” she says. “Then confront the individual in private.”