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None of those behaviors are inherently indicative of psychopathic behavior. But I can see how someone spending more time trying to look good then actually doin

None of those behaviors are inherently indicative of psychopathic behavior. But I can see how someone spending more time trying to look good then actually doing the work they were hired for might bug you. If his actions effect you directly, then take appropriate action, like speaking to him and expressing your concerns, and then, if he fails to respond, speaking to your manager. Make sure you talk to him first, because any good manager will ask if you tried to work things out with him directly. If it doesn't effect you directly, don't waste time on worrying about it. Instead, worry about how you are going to demonstrate your hard work to the company.

pasbesoin 13y ago
Actually, be cautious of speaking to another employee directly about such concerns. While that may be a traditionally expected and lauded route, in today's HR world, it can actually be a no-no. I ran into this once, some years ago. I spoke directly -- and very politely -- with a coworker about a behaviour that was bothering me. The next thing I knew, I was called into a 1:1 meeting and chastised for speaking directly with the employee on the topic instead of going through my management. As long as I am writing, I'll also speak briefly to the topic of dealing with a psychopath. In my limited experience, their world ultimately revolves around them. If a project or activity benefits them (in their perception), you may get along on it and do ok on that specific task/topic. (Although look out, when the exit comes.) Otherwise, where your interests and outcomes diverge, for them their own will always come first. Any apparent involvement to the contrary will reveal itself, sooner or later, to be a facade. It goes beyond just a conscious choice. This is the way they are -- to the core. Once you realize this, it's easier to limit your involvement with them and avoid further entanglements.

pasbesoin 13y ago

Actually, be cautious of speaking to another employee directly about such concerns. While that may be a traditionally expected and lauded route, in today's HR world, it can actually be a no-no. I ran into this once, some years ago. I spoke directly -- and very politely -- with a coworker about a behaviour that was bothering me. The next thing I knew, I was called into a 1:1 meeting and chastised for speaking directly with the employee on the topic instead of going through my management. As long as I am writing, I'll also speak briefly to the topic of dealing with a psychopath. In my limited experience, their world ultimately revolves around them. If a project or activity benefits them (in their perception), you may get along on it and do ok on that specific task/topic. (Although look out, when the exit comes.) Otherwise, where your interests and outcomes diverge, for them their own will always come first. Any apparent involvement to the contrary will reveal itself, sooner or later, to be a facade. It goes beyond just a conscious choice. This is the way they are -- to the core. Once you realize this, it's easier to limit your involvement with them and avoid further entanglements.