Passive-aggressive behaviour in the workplace is characterised by indirect resistance, subtle defiance, or negative attitudes disguised as cooperation. Examples include procrastination, backhanded compliments, or intentionally withholding information. While it may seem minor, unchecked passive-aggressive behaviour can undermine teamwork, erode trust, and harm organisational culture.
To address this behaviour effectively, leaders and colleagues need to act with awareness and tact. Here are some key strategies to address the issue:
- Acknowledge the Behaviour
Recognise the signs of passive aggression, such as veiled sarcasm, avoidance of responsibility, or refusal to communicate directly. Understanding the root cause—be it frustration, fear, or perceived unfairness—is crucial for resolution.
- Foster Open Communication
Encourage a culture where employees feel safe to express concerns or dissatisfaction directly. Regular check-ins, team discussions, and feedback sessions provide opportunities for open dialogue and reduce the likelihood of passive-aggressive responses.
- Lead with Empathy
Approach passive-aggressive behaviours with empathy. Instead of reacting defensively, ask questions like, “Is there something you’d like to share?” or “How can we work through this together?” This encourages transparency and collaboration.
- Set Clear Expectations
Passive-aggressive behaviours often stem from unclear roles or expectations. Establish clear goals, responsibilities, and timelines to minimise misunderstandings and frustrations.
- Model Constructive Behaviour
Leaders should exemplify constructive conflict resolution and encourage healthy feedback practices, setting the tone for positive workplace interactions.
Addressing passive-aggressive behaviours requires a balance of empathy, clear communication, and firm boundaries. By proactively managing these challenges, leaders can foster a more collaborative, respectful, and productive work environment.
