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I disagree mostly. If they are that obviously disagreeable, others likely also have problems with them and they are just a difficult person to work with. Leade

I disagree mostly. If they are that obviously disagreeable, others likely also have problems with them and they are just a difficult person to work with. Leadership that allows such a person to run unabated (ie: no corrective action nor termination) is ineffective and weak in my opinion, either purposefully or accidentally. If you find someone that is strongly disagreeable indefinitely and others in the company voice the same sentiment for long periods, you should leave as soon as possible because somewhere in the chain, there are problems no one is addressing and it will only get worse especially if it is a young company. People like this are a cancer and it will never result in anything good. If you find someone that is strongly disagreeable and others don't say the same (or even worse, the opposite!), there is a good chance _you_ are the problem and should check-in with yourself why. People don't rampage through life unchecked for no reason. There is a reason and both you can near immediately fix. Kow-towing to others and just dealing with it isn't solving the problem, it could even be making the situation worse.

johnnyanmac 3y ago
I think the issue is that it's rarely "obviously disagreeable". I read a lot of comments here and I'd say a good half of them feel slighted over very minor stuff. Stuff that affeccts a friendship but it really shouldn't impact your ability to work. bringing up Star Trek too much or your kids may be annoying to some, but isn't disciplinary worthy in my eyes
green_biri 3y ago
One year ago during an online meeting, a coworker from another team compromised with our client on a set date for a solution. The deadline is reached a week later, and no updates are available on the progress. I engage my colleague with an initial friendly tone via Teams, full of my characteristic smiley emojis. My messages are seen, however ignored. Several hours later, I notice that my colleague is joining a non-priority, non-mandatory meeting. I send a new message, stating that I am aware of his presence on the meeting. I beg for any feedback, as by now my inbox has 2 frustrated emails from our client. My words are conveying desperation, as I only intend to obtain any significant status update. My colleague replies that his agenda is none of my business, then proceeds to report my "invasive" approach to my manager. Our client got understandably upset, as we missed the deadline. We later lost the contract that month. I still do not go along with this coworker, as earlier this month we have had another disagreement, which, I am afraid, has only worsened the relationship, maybe up to an unsalvageable state. This article does not seem to have suitable advice for my scenario, as I have no interest in working with unresponsive and irresponsible individuals. I do wish the article could provide more insights on how to deal with lack of ownership as well.

johnnyanmac 3y ago

I think the issue is that it's rarely "obviously disagreeable". I read a lot of comments here and I'd say a good half of them feel slighted over very minor stuff. Stuff that affeccts a friendship but it really shouldn't impact your ability to work. bringing up Star Trek too much or your kids may be annoying to some, but isn't disciplinary worthy in my eyes

green_biri 3y ago

One year ago during an online meeting, a coworker from another team compromised with our client on a set date for a solution. The deadline is reached a week later, and no updates are available on the progress. I engage my colleague with an initial friendly tone via Teams, full of my characteristic smiley emojis. My messages are seen, however ignored. Several hours later, I notice that my colleague is joining a non-priority, non-mandatory meeting. I send a new message, stating that I am aware of his presence on the meeting. I beg for any feedback, as by now my inbox has 2 frustrated emails from our client. My words are conveying desperation, as I only intend to obtain any significant status update. My colleague replies that his agenda is none of my business, then proceeds to report my "invasive" approach to my manager. Our client got understandably upset, as we missed the deadline. We later lost the contract that month. I still do not go along with this coworker, as earlier this month we have had another disagreement, which, I am afraid, has only worsened the relationship, maybe up to an unsalvageable state. This article does not seem to have suitable advice for my scenario, as I have no interest in working with unresponsive and irresponsible individuals. I do wish the article could provide more insights on how to deal with lack of ownership as well.