Trouble at the office

By MARK STORY

Even though the new job is great, you're contemplating chucking it in rather than confront the larrikin whose negativity, rumour mongering, snide remarks and general bitchiness makes work-life a misery.

While the bitch at work may not have anything on the antics of TV's Coronation Street's lying and conniving Tracy Barlow, most companies have at least one troublemaker to contend with.

These people can wreak havoc on an otherwise harmonious workplace.

If Tracy Barlow worked at your place, how would you deal with her? What harassed co-workers need to ask themselves, says Fleur Broad, CEO with Adecco Personnel, is whether they'd still want to continue working in the same job if the office troublemaker was removed?

Sadly, from her experience many a promising career is scuttled early when inexperienced workers jump ship to avoid these troublemakers rather than face the problem.

With today's labour market being so tight, she says, good talent has no difficulty finding alternative employment.

While genuinely caustic characters can be found, she suspects most of the bitchiness between co-workers can eventually be ironed-out. In most cases, Broad believes, friction between staff is more attributable to misinterpreted gestures, comments or actions than any deliberate attempt to undermine someone. She says the sooner issues are tabled, the sooner there can be a reality-check and a change in behaviour.

"There's really no substitute for letting co-workers know how their words and actions might be negatively impacting others," says Broad.

So is telling the boss you are the victim of unacceptable behaviour the correct thing to do?

Broad sees little harm in complaining to your supervisor as long as you can corroborate what's really going with co-workers. But without solid evidence to support your accusations, she says, you risk being perceived by others as being on some sort of bitch-feast.

"The harm inflicted by an office troublemaker can be subjective, so find out if it's just you," says Broad.

"Remember, once you start dobbing people in, it becomes a management issue and management will have to manage it accordingly."

Ironically, occupational consultant Anna de Valk says it's the troublemaker who benefits as much as those around him or her when the cause of their unacceptable office behaviour - usually insecurities - is exposed. She says people often assume the "office bitch" persona when they're threatened or feel jealous of those around them.

"There are those who trash your reputation without you knowing it," says de Valk. "Then there are those who are just difficult to deal with because they don't contribute, lie, place blame on others, sensationalise issues or create scenes to show others up."

But instead of taking this crude form of politicking or jockeying for position lying down, de Valk recommends a more confrontational approach. She says if the right tactics are adopted, facing-off with office larrikins doesn't have to end up being a witch-hunt.

If a colleague makes a snide remark or belittles you in front of others, a good strategy, de Valk suggests, is asking them to expand on what they're saying.

By questioning them further - using the "naive inquirer" technique - she says they'll have to respond in front of others and will expose their lack of professionalism.

"You could say: 'Tell me a bit more about why you think this idea is not going to work'," says de Valk. "Then ask them to come up with suggestions on what they think would work."

If they haven't got any answers, de Valk says, the rude comments will invariably backfire quickly. She adds that while confronting a person can be scary, bravery often wins out in these types of situations.

"Asking the person to explain why they spread rumours is often a way to show them that you know this is going on and that you're not going to tolerate it."

So what happens if the person causing problems is your supervisor?

If that's the case, de Valk recommends finding someone you know and trust who's willing to support you in an arranged meeting with the problem supervisor to resolve the issues. It may help, she advises, to ask co-workers if the supervisor has affected them too.

Without turning it into a "kangaroo court", de Valk suggests rallying some support and possibly discussing mutual concerns as a group.

"If things get really bad, having a mediator come into an office situation and facilitate discussions can also be a good option."

Another way to minimise the potential harm the office troublemaker can unleash, advises de Valk, is to avoid gossiping and giving people you don't know personal information they could potentially use against you. It's a fallacy, she adds, that women look out for each other, especially in office environments.

Based on her experience, it's a rare office setting where you'll find the women relating as friends. More often, she says, women compete with one another and look out for themselves first and foremost.

"Look out for the quiet one who seems to be your best friend. Remember the adage: keep your friends close but your enemies closer."

How to handle the workplace troublemaker

* Don't resign without trying to resolve problems with a troublemaker first. You may not be the first person to suffer from the troublemaker, but you could be the first to challenge them.

* Confront them head-on with tact - do not be rude.

* Garner support from co-workers.

* Corroborate your facts before taking action.

* Don't act on subjective matters or opinion - they are impossible to prove.

* Table the issue with your boss.

* Explain how their behaviour affects you.

* Be discreet about your personal details.

* Never stoop to their level.

* Isolate their lack of professionalism.