Jerks at Work

Every workplace has its share of jerks, but you don’t have to suffer in silence. Learn how to identify, manage, and outsmart toxic coworkers to reclaim your peace and productivity.

1. The Kiss Up/Kick Downer: A Two-Faced Saboteur

The kiss up/kick downer is a coworker who charms their superiors while undermining their peers. They thrive on creating a favorable impression with those in power, often by being overly helpful or flattering. However, when it comes to their equals or subordinates, they resort to sabotage, manipulation, and other underhanded tactics to get ahead. This dual behavior makes them difficult to expose, as their superiors often see only their "good" side.

To deal with this type of coworker, start by confirming their behavior. Seek out socially connected colleagues who can validate your observations. Once you’ve gathered enough evidence, distance yourself from the person as much as possible. Avoid unnecessary interactions and minimize opportunities for them to undermine you. When you’re ready to address the issue with your manager, approach the conversation diplomatically. Acknowledge the person’s strengths before presenting the negative behaviors and their impact on the team.

For example:

• Dave, a salesperson, charmed his manager while sabotaging his colleagues by hiding essential items in the storage room.
• A colleague might rearrange meeting schedules to make others look unprepared.
• Another might take credit for team efforts while blaming others for failures.

Examples

• Dave, the salesperson, charmed his manager while sabotaging his colleagues by hiding essential items in the storage room.
• A coworker might rearrange meeting schedules to make others look unprepared.
• Another might take credit for team efforts while blaming others for failures.

2. The Credit Stealer: Taking What’s Not Theirs

The credit stealer is someone who takes recognition for work they didn’t do. This behavior can be intentional or unintentional, as group projects often blur the lines of individual contributions. Credit stealers thrive in environments where roles and responsibilities are unclear, making it easy for them to claim ownership of others’ ideas or efforts.

To address this, start by having a neutral conversation with the person. Share your perspective and ask for theirs to understand if the behavior was intentional or a misunderstanding. Then, focus on clarifying roles and responsibilities for future projects. By defining who does what from the outset, you can prevent ambiguity and ensure fair recognition.

Examples

• A colleague might present your idea in a meeting as if it were their own.
• Someone might take credit for a polished report without acknowledging the behind-the-scenes editing you did.
• A team member might claim responsibility for a successful project they barely contributed to.

3. The Bulldozer: Loud and Overbearing

The bulldozer is a coworker who dominates conversations, interrupts others, and pushes their agenda aggressively. Unlike the subtle tactics of other toxic coworkers, bulldozers are overt in their behavior. They often hold power or possess unique skills that make them indispensable, which allows them to get away with their actions.

To counter a bulldozer, assert yourself early in meetings by sharing your ideas within the first few minutes. If they interrupt you, insist on finishing your point. Enlist the support of colleagues to create a united front against their behavior. Additionally, encourage the bulldozer to share their specialized knowledge with the team, reducing their monopoly on power.

Examples

• A coworker interrupts you mid-sentence during a meeting to push their own ideas.
• They dominate discussions, leaving little room for others to contribute.
• They hoard knowledge about a critical process, making themselves indispensable.

4. The Free Rider: Coasting on Others’ Efforts

Free riders are team members who contribute little but benefit from the hard work of others. They often take on tasks that appear important but require minimal effort, leaving their colleagues to pick up the slack. This behavior is especially common in strong teams, where conscientious members unknowingly enable free riders by covering for them.

To address free riding, implement systems to track individual contributions. Use surveys or check-ins to identify who is doing extra work and who isn’t pulling their weight. Reward individual performance alongside team achievements to discourage slacking.

Examples

• A coworker volunteers to give a presentation but uses slides someone else prepared.
• They avoid challenging tasks, leaving others to handle the heavy lifting.
• They contribute minimally to group projects but share equally in the rewards.

5. The Micromanager: Overbearing and Distrustful

Micromanagers are bosses who obsess over every detail of their employees’ work, leaving little room for autonomy. This behavior often stems from a lack of trust or misaligned priorities. Employees under micromanagers often feel stifled and unproductive.

To manage a micromanager, focus on aligning your goals with theirs. Schedule a meeting to discuss big-picture objectives and clarify expectations. If specific behaviors are hindering your work, address them constructively by providing concrete examples. Highlight what you appreciate about their management style to keep the conversation positive.

Examples

• A boss sends multiple emails a day asking for updates on minor tasks.
• They rewrite your work without explaining what they want changed.
• They hover over your desk, making it hard to focus.

6. The Neglectful Boss: Absent When Needed

Neglectful bosses are the opposite of micromanagers. They provide little guidance or support, leaving employees to fend for themselves. However, they often reappear at the worst times, inundating employees with last-minute suggestions or changes.

To handle a neglectful boss, improve communication by scheduling regular check-ins. Offer to take tasks off their plate to free up their time. Provide a clear list of priorities to help them focus on what matters most.

Examples

• A boss disappears for weeks, only to micromanage a project hours before the deadline.
• They fail to provide feedback, leaving you unsure of your performance.
• They miss important meetings, leaving you to make decisions on your own.

7. The Gaslighter: Manipulative and Dangerous

Gaslighters are the most toxic coworkers, using psychological manipulation to distort your sense of reality. They isolate their victims, erode their self-worth, and exploit them for personal gain. Unlike other toxic coworkers, gaslighters are not fixable and require a strategic escape plan.

To protect yourself, document every suspicious interaction to create a record of their behavior. Rebuild your workplace relationships to escape isolation. Seek support from a well-connected colleague who can advocate for you and help expose the gaslighter.

Examples

• A boss convinces you that you’d be fired without their help, making you feel indebted to them.
• They isolate you by claiming others are out to get you.
• They deny things they’ve said or done, making you question your memory.

8. Toxic Behavior Thrives in Ambiguity

Toxic coworkers often exploit unclear roles, responsibilities, and expectations. Ambiguity allows them to manipulate situations to their advantage, whether by stealing credit, avoiding work, or undermining others.

To combat this, create clarity in your workplace. Define roles and responsibilities at the start of projects. Use regular check-ins to ensure everyone is on the same page. Transparency reduces opportunities for toxic behavior.

Examples

• A team member claims they didn’t know a task was their responsibility.
• A coworker takes credit for an idea because it wasn’t assigned to anyone.
• A boss blames employees for mistakes due to unclear instructions.

9. You’re Not Alone: Build a Support Network

Dealing with toxic coworkers can feel isolating, but you’re not alone. Building a support network at work can help you navigate challenges and find solutions. Connect with colleagues who share your experiences and seek advice from mentors or trusted friends.

A strong support network can provide emotional relief, practical advice, and advocacy when addressing toxic behavior. Don’t hesitate to reach out for help.

Examples

• A colleague shares their experience with a similar toxic coworker, offering advice.
• A mentor helps you strategize how to address a difficult boss.
• A trusted friend provides emotional support after a tough day at work.

Takeaways

1. Identify toxic behaviors early and document them to build a case if needed.
2. Use clear communication and defined roles to reduce ambiguity and prevent manipulation.
3. Build a strong support network to navigate workplace challenges and advocate for change.