Passive-aggressive behavior in the workplace may go unnoticed, but its impact can quietly poison team dynamics. So, is passive-aggressive behavior slowly sabotaging your workplace without anyone even realizing it?
What is passive-aggressive behavior?
Passive-aggressive behavior was first identified in a clinical setting by Colonel William C. Menninger during World War II while examining how soldiers responded to military authority. He observed that some soldiers did not openly resist orders but instead demonstrated defiance through indirect means, which he referred to as “aggressiveness.” This behavior included actions such as pouting, stubbornness, procrastination, inefficiency, and subtle obstruction. Menninger attributed these responses to immaturity and viewed them as a reaction to the pressures of military life.
At its core, passive-aggressive behavior involves avoiding direct confrontation while still expressing negative feelings through indirect actions. Rather than openly voicing frustration, someone displaying passive-aggressive behavior might show their discontent through deliberate actions, procrastination, sarcasm, or deliberate omissions.
Τhis form of behavior can be difficult to identify, as it often appears to be polite or harmless on the surface, yet the underlying message is one of resistance or anger.
Key signs of passive-aggressive behavior in the workplace
#1 Procrastination
Passive-aggressive behavior can appear in many different forms at work. One of the most common is procrastination. For example, an employee may intentionally delay completing a task, causing disruption and stress for others. Instead of voicing their dissatisfaction with the assignment or deadline, they subtly express their displeasure by dragging their feet. When questioned about the delay, they may offer excuses, but the underlying issue is that they are not willing to confront the problem head-on.
#2 Avoiding communication
Another form of passive-aggression in the workplace is avoiding direct communication. This often manifests as reluctance to engage in important conversations or to address issues with colleagues or managers. Instead of openly discussing concerns, employees may ignore emails, fail to respond to messages, or give vague answers when confronted. This avoidance can lead to misunderstandings and tension within teams, as other employees may feel neglected or disrespected.
#3 Gossiping and indirect communication
Gossiping is another example of passive-aggressive behavior in the workplace. Instead of confronting a colleague or supervisor directly about an issue, an employee might turn to others, spreading rumors or discussing their dissatisfaction behind the person’s back. For example, someone might complain about a manager’s decision to their coworkers, rather than addressing the concern directly with the manager. This indirect communication only adds to workplace drama and mistrust, as colleagues are left questioning the validity of what they hear and whether they can trust the person spreading the gossip.
#4 Sarcasm and backhanded compliments
Another common expression of passive-aggressiveness at work is sarcasm or backhanded compliments. A seemingly friendly remark, such as “That was a surprisingly good presentation for someone who didn’t prepare at all,” is actually a thinly veiled criticism. While the statement may appear harmless on the surface, it carries an underlying negative message. This type of communication can create an uncomfortable work environment, as recipients of such remarks may feel unsure of how to respond.
#5 Denial and defensiveness
When confronted about passive-aggressive behavior, individuals who engage in these tactics may deny their actions or downplay their impact. For example, someone might respond to feedback about their procrastination by saying, “I didn’t mean to cause any trouble,” or “I didn’t think it was a big deal.” This feigned innocence prevents the issue from being resolved because the individual does not take responsibility for their actions. Rather than acknowledging their behavior and working to improve it, they deflect attention away from the real problem, making it harder to have a constructive conversation.
#6 Moody behavior and sulking
Instead of expressing their feelings directly, passive-aggressive people may resort to sulking, sighing loudly, or pouting to signal their displeasure. This behavior can create tension in relationships, as it forces others to guess what is wrong rather than engaging in clear communication. For example, if a coworker is upset about being assigned extra work but does not want to voice their concerns directly, they might sigh dramatically and mutter under their breath instead of discussing the issue with their manager.
Why does passive-aggressive behavior happen in the workplace?
There are several reasons why passive-aggressive behavior might emerge in the workplace.
- Fear of confrontation: Employees may feel uncomfortable expressing their dissatisfaction directly because they fear negative consequences.
- Power dynamics: Employees who feel powerless or subordinate to their managers may hesitate to speak up about their concerns. A steep power gradient can aid greatly in creating this phenomenon.
- Lack of communication skills: Some individuals may not have the tools to express their feelings in a direct, constructive way.
- Stress and burnout: High levels of stress, burnout, or dissatisfaction in the workplace can also trigger passive-aggressive behavior.
- Lack of motivation and interest in work: A lack of motivation can lead to a person feeling useless and bitter as their work does not provide them with satisfaction and a sense of achievement.
- Favoritism and envy: A person may express passive aggressive behavior if they feel -whether this feeling is deserved or not- like their colleague is getting better treatment than they are.
How to address passive-aggressive behavior in the workplace
#1 Fostering open communication
Team members should feel comfortable voicing their concerns, ideas, and frustrations directly. This can help prevent misunderstandings and reduce the tendency for passive-aggressive behavior to take root.
By modeling clear, direct communication and creating an environment of psychological safety for employees to express themselves without fear of judgment, managers can help establish a culture of transparency.
#2 Conflict resolution training
Providing employees with soft skills training on how to navigate difficult conversations and resolve conflicts constructively can reduce reliance on passive-aggressive tactics. Having clear guidelines on how to address disagreements can help reduce frustration and encourage healthier communication within teams.
#3 Addressing behavior early on
When passive-aggressive behavior does arise, it’s important to address it promptly. Managers should have private conversations with individuals displaying passive aggressiveness, discussing the impact of their behavior on the team and offering guidance on how to improve communication.
Creating a more open and transparent workplace
Passive-aggressive behavior in the workplace can have a damaging effect on productivity, morale, and relationships. Whether through procrastination, sarcasm, gossip, or withholding information, this type of indirect communication often leaves coworkers unsure of what is really going on.
By fostering open communication, modeling direct feedback, and addressing passive-aggressive actions promptly, managers and employees can create a more positive, transparent work environment where problems are solved openly rather than left to fester.
If you have a coworker who closely resembles Pam from the humoristic Saturday Night Live sketch, perhaps it’s time for something to be done about it…
