Dealing with a problem coworker can be one of the toughest challenges in any workplace. In fact, studies show that 85% of employees experience conflict at work to some degree, and unresolved conflicts can lead to significant losses in productivity. According to CPP Inc., U.S. employees spend an average of 2.8 hours per week dealing with conflict, costing companies an estimated $359 billion annually.

Whether it’s someone who’s constantly negative, avoids responsibility, or disrupts the flow of communication, these behaviors can drain team morale and slow down productivity. Left unchecked, they can escalate, affecting not only team performance but the overall work environment.

But it doesn’t have to get to that point. By addressing these issues early and setting clear expectations, managers can prevent minor conflicts from turning into major disruptions. Even better, tools like TeamDynamics can help you understand your team’s unique behaviors, identify potential sources of friction, and create a more cohesive work environment. By taking a proactive approach, you can help everyone get along better and get more done.

In this post, we’ll cover 10 common coworker issues and, more importantly, what you can do to handle them.

1. The Disgruntled Employee

A disgruntled employee can be like a dark cloud hanging over the office. They often express their dissatisfaction openly, which can negatively influence others. But how can you tell if you’re dealing with one? Look for the following signs.

Signs of a disgruntled employee to look for:

• Frequent complaints: They’re always vocal about what’s wrong—whether it’s the company, management, or coworkers.
• Negative attitude: Their pessimism is noticeable, and it might feel like they’re constantly bringing the team down.
• Reduced productivity: They may seem disinterested in their work, resulting in missed deadlines or poor-quality output.
• Isolation: They might withdraw from team activities, social events, or even casual conversations.
• Undermining others: They may subtly (or not-so-subtly) criticize others’ work or make passive-aggressive comments.

What to do about a disgruntled employee: Have a private, empathetic conversation with the disgruntled employee. The goal is to understand the root of their frustration. Sometimes, their concerns may be valid and can be addressed—such as workload issues or unclear expectations. Other times, they may need help adjusting their attitude or managing stress. Either way, acknowledging their feelings is the first step to improving the situation. If the problem continues, set clear expectations for behavior moving forward and follow up regularly to monitor progress.

TeamDynamics can help by identifying early signs of dissatisfaction and friction within a team. It allows managers to see potential areas of conflict before they grow into major issues, fostering a healthier, more productive work environment.

2. Chronic Unexcused Absenteeism

Chronic unexcused absenteeism can be a significant issue for any team. It disrupts workflow, causes frustration among coworkers, and often leaves others picking up the slack. But how can you tell if someone’s absenteeism is becoming a problem?

Signs of chronic unexcused absenteeism to look for:

• Frequent, unplanned absences: How much unexcused absenteeism is acceptable? If a team member is regularly missing work without prior notice or a valid reason, it’s a red flag.
• Patterns of absenteeism: Watch for absences that often occur on specific days, such as Mondays or Fridays, or around major deadlines.
• Lack of communication: They may fail to inform anyone in advance when they’re going to be absent or don’t provide explanations afterward.
• Impact on team performance: Their absence leads to missed deadlines or a backlog of work that affects the entire team.

What to do about chronic unexcused absenteeism: Start by having a one-on-one meeting to discuss their attendance. Try to understand if there’s an underlying issue, like stress, burnout, or personal challenges, that might be affecting their ability to come to work. Offer support, such as more flexible hours or resources to help them manage their workload. At the same time, reinforce the importance of attendance and set clear expectations moving forward. Be sure to document any absences and conversations in case further action is needed.

TeamDynamics can help by establishing team norms around commitment and attendance. With better insight into how individuals work and what they need, you can prevent absenteeism from becoming a larger issue by addressing it early.

3. Poor Communication

Poor communication can quickly lead to misunderstandings, frustration, and missed deadlines within a team. When one person consistently fails to communicate effectively, it can create confusion and disrupt team flow.

Signs of poor communication to look for:

• Vague instructions: They often give incomplete or unclear directions, leaving others confused about what needs to be done.
• Missed updates: They fail to inform others of changes in plans, project progress, or deadlines.
• Over-reliance on one form of communication: Whether it’s only using email or avoiding face-to-face conversations, they limit communication channels.
• Misinterpretations: Their messages are often misunderstood, causing delays or extra work.

What to do about poor communication: Start by having an open conversation about the importance of clear and timely communication. Set specific expectations, such as regularly updating the team on progress or changes, and encourage them to ask for clarification when needed. It may also help to offer communication training or pair them with a mentor who excels in this area. Establishing preferred communication tools and methods within the team can also make things smoother.

TeamDynamics is a valuable tool in addressing communication issues. It helps teams understand each member’s communication style—whether they prefer direct or more informal approaches. By mapping out these preferences, teams can avoid misunderstandings and improve the flow of information.

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4. Passive-Aggressive Behavior

Passive-aggressive behavior can be tricky to spot because it’s often subtle, but it can poison the work environment over time. It’s when someone avoids direct confrontation but uses indirect actions or remarks to express dissatisfaction, which can create tension and confusion in a team.

Signs of passive aggressive behavior to look for:

• Sarcastic comments: They may make underhanded or sarcastic remarks, especially when giving feedback.
• Procrastination: They deliberately delay tasks or make excuses for not completing work, often as a form of silent protest.
• Silent treatment: They stop communicating with certain team members or withhold important information.
• Feigning agreement: They may say “yes” to tasks or projects but secretly resent them and subtly sabotage progress.

What to do about passive aggressive behavior: Address the behavior head-on by calmly and clearly asking about their concerns. Let them know you’ve noticed a pattern in their actions and want to understand if something is bothering them. Encourage direct communication and provide a safe space for them to voice their frustrations. Setting clear expectations for communication and behavior going forward is crucial. If necessary, bring in HR or mediation to help resolve deeper conflicts.

TeamDynamics can help prevent passive-aggressive behavior by fostering an environment of open communication. By understanding each team member’s preferred communication style, managers can help build a culture of trust and direct dialogue, where issues are addressed openly before they become deeper frustrations.

5. Overly Competitive Behavior

Healthy competition can boost performance, but when a coworker becomes too competitive, it can disrupt collaboration and harm team morale. Overly competitive behavior may make others feel undervalued or put undue pressure on the rest of the team.

Signs of overly competitive behavior to look for:

• Constant self-promotion: They frequently highlight their own accomplishments while downplaying others’ contributions.
• Undermining teammates: They may go behind others’ backs or sabotage their work to make themselves look better.
• Refusal to share information: They hoard knowledge or resources, seeing it as an advantage over their peers.
• Over-focus on personal goals: They prioritize their own success over the team’s objectives.

What to do about overly competitive behavior: Encourage a shift from individual to team-focused goals. Emphasize the importance of collaboration and how the team’s success benefits everyone. Create a culture where teamwork is rewarded just as much as individual achievement. You might also consider pairing the overly competitive employee with others to work on team-based projects to reinforce the value of cooperation.

TeamDynamics can help by revealing the different behavioral preferences within a team. It helps align individual biases with team behaviors, so everyone feels valued for their contribution. By fostering collaboration over competition, TeamDynamics helps reduce friction and encourages more productive team dynamics.

6. Micromanagement by a Peer

Micromanagement isn’t just something managers do—sometimes peers take it upon themselves to control how others work. When a coworker oversteps and tries to dictate how you or the rest of the team should do their jobs, it can lead to frustration, decreased autonomy, and tension within the team.

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Signs of micromanagement by a peer to look for:

• Constant oversight: They frequently check in on others’ tasks, often without being asked to.
• Unnecessary feedback: They provide detailed instructions or critiques that go beyond their role.
• Difficulty delegating: They refuse to allow others to take ownership of their tasks and hover over team projects.
• Overstepping boundaries: They give directives or corrections when they aren’t in a position of authority.

What to do about micromanagement by a peer: Address the behavior directly but diplomatically. Clarify that while their input is appreciated, everyone has their own role and responsibilities, and it’s important to trust others to get their work done. Reinforce the value of autonomy and collaboration within the team, and remind them that over-controlling behavior can undermine trust. If necessary, involve a manager or mediator to reinforce team boundaries.

TeamDynamics can help by clarifying each team member’s behaviors and how their personal preferences align with the team’s norms. By fostering a sense of trust and clear responsibilities, teams can avoid the tension that comes from overstepping boundaries.

7. Low Productivity or Lack of Engagement

When a team member is consistently underperforming or seems disengaged, it can drag down the overall productivity of the team. This behavior may stem from various causes, such as burnout, boredom, or personal challenges, and it needs to be addressed before it becomes a bigger issue.

Signs of low productivity or lack of engagement to look for:

• Missed deadlines: They frequently fail to meet deadlines or complete tasks on time.
• Poor quality of work: Their output consistently falls below expected standards, requiring others to redo tasks.
• Disinterest in meetings: They seem disengaged during team meetings, rarely contributing or showing enthusiasm for team discussions.
• Reduced initiative: They do the bare minimum and rarely take initiative to go above and beyond.

What to do about low productivity or lack of engagement: Have a one-on-one conversation to explore the underlying reasons for their low productivity. It could be burnout, unclear expectations, or even a mismatch between their role and their skills. Offer support, whether through additional training, adjusting their workload, or helping them set clearer goals. Create an action plan with measurable benchmarks to track their progress.

TeamDynamics can help by identifying individual work preferences. By mapping out how each person fits into the team’s dynamics, managers can adjust tasks and roles to better align with each member’s strengths, helping to re-engage those who may feel disconnected.

8. Gossiping or Negative Talk

Gossip and negative talk in the workplace can quickly erode trust and damage team cohesion. While it may start with small conversations, it can lead to misunderstandings, resentment, and a toxic environment.

Signs of gossiping or negative talk to look for:

• Frequent behind-the-scenes conversations: They regularly engage in side conversations about other team members or company decisions.
• Spreading rumors: They share unverified or private information, causing tension or damaging reputations.
• Fostering negativity: They often criticize management or other coworkers, spreading negativity within the team.
• Exclusionary behavior: They might form cliques or intentionally leave others out of important conversations or decisions.

What to do about gossiping or negative talk: Address the behavior directly, emphasizing the importance of open and honest communication. Encourage team members to bring concerns to the appropriate channels instead of fueling gossip. Reinforce team norms that promote respect and collaboration, and set an example by being transparent in your own communication. If necessary, involve HR to mediate and prevent the issue from escalating.

TeamDynamics can help by fostering an open and transparent culture where communication is encouraged, and team norms are focused on respect and collaboration. By understanding individual tendencies and communication preferences, managers can create an environment where gossip is less likely to thrive.

9. Inflexibility or Resistance to Change

In today’s fast-paced work environment, adaptability is key. However, some team members struggle with change, which can slow down projects and create friction within the team. Their resistance can stem from a fear of the unknown, a lack of understanding, or simply a preference for routine.

Signs of inflexibility or resistance to change to look for:

• Refusal to adopt new processes: They push back against new tools, workflows, or procedures, preferring to stick to old methods.
• Negative attitude toward change: They often express skepticism or doubt about the need for change, affecting the morale of others.
• Procrastination: They delay tasks related to new initiatives or avoid training sessions designed to implement new tools.
• Withdrawal from discussions: They might avoid participating in team meetings or discussions about upcoming changes.

What to do about inflexibility or resistance to change: Approach the situation by explaining the benefits of the change and how it will impact the team and their role. Offer support by providing additional training or resources to help them adapt. Involve them in the decision-making process where possible, so they feel more ownership over the changes. Reinforce the importance of being flexible and adaptable in a constantly evolving work environment.

TeamDynamics can help by offering insights into how individuals approach action. By understanding each team member’s preferences and tendencies, managers can tailor their approach to guide the team through transitions more effectively.

10. Lack of Accountability

Accountability is crucial for team success. When a coworker consistently avoids taking responsibility for their mistakes or missed deadlines, it can lead to frustration, decreased trust, and a breakdown in team productivity.

Signs of lack of accountability to look for:

• Blaming others: They regularly shift blame to teammates or external factors when things go wrong.
• Excuses for missed deadlines: They frequently provide reasons or justifications for why tasks aren’t completed on time.
• Avoiding feedback: They resist receiving constructive criticism or become defensive when mistakes are pointed out.
• Failure to own mistakes: They rarely admit when they’ve made a mistake, making it difficult to improve processes or workflows.

What to do about lack of accountability: Have a candid conversation about the importance of accountability. Set clear expectations for their role, responsibilities, and deadlines. Implement a system where progress and performance are regularly reviewed to ensure they are meeting expectations. Encourage a culture of ownership by recognizing those who take responsibility and offering support when mistakes happen, emphasizing learning and growth over punishment.

TeamDynamics can help by setting clear team norms around accountability and performance. It allows managers to understand how individuals approach responsibility, providing insights that help teams build a stronger sense of ownership and shared goals.

Conclusion

Dealing with problem coworkers isn’t easy, but addressing issues early can prevent them from escalating into bigger problems. Whether it’s poor communication, lack of accountability, or resistance to change, understanding how each team member fits into the bigger picture can make all the difference.

Tools like TeamDynamics offer a proactive way to understand team dynamics, anticipate friction points, and foster a more cohesive, productive work environment. By aligning individual preferences with team norms, TeamDynamics helps teams collaborate more effectively and get more done.