37 ISSUE 12 | MARCH-APRIL 2025 A R T I C L E fortable 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. 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. 1. Fear of confrontation: Employees may feel uncomfortable expressing their dissatisfaction directly because they fear negative consequences. 2. 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. 3. Lack of communication skills: Some individuals may not have the tools to express their feelings in a direct, constructive way. 4. Stress and burnout: High levels of stress, burnout, or dissatisfaction in the workplace can also trigger passive-aggressive behavior. 5. 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. 6. 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 comtheir 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 passiveaggressive 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
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