The 7 Most Difficult Personality Types and How to Deal With Each

Dealing with difficult people begins when we understand that a person’s perceptions, cultural background and personality are often different from our own. 

Knowing this up front helps you get your ideas across despite these differences and become sensitive to other people’s personality types.

But different personality types often lead to communication problems too. While personality clashes in the workplace are nothing new, if disagreements and hard feelings are affecting your productivity, causing you stress or just ruining your days at work, it’s time to rethink your interactions. It’s time to better understand that high strung or combative person. Considering where they're coming from will help you work with people “wired differently” than you.

Several personality types you'll find in the office:

• The Negative Person

  If they’re a co-worker: Finding fault doesn’t come up with solutions so the negativity accomplishes nothing. Including them in the process to find a solution may diminish or stop the negativity.

  If you supervise them: Put the responsibility on the individual to find an answer other than “no.” Reinforce their efforts. Do follow up.

• The Passive-Aggressive Person

  If they're a co-worker. While passive-aggressive behavior isn't really a personality type, the behavior bears mentioning. When you encounter sarcasm, the silent treatment, back-handed compliments, or other subtle forms of anger, don't respond with the same. Instead, stay calm, call out inconsistencies and practice open communication. 

  If you supervise them: Call out the behavior in private being specific about the incident. Try getting to the bottom of the individual's behavior. Is something causing them to feel powerless to act any other way? Encourage open, respectful communication by modeling it.

• The Blameless Person

  If they’re a co-worker: “Touch base” often and see how they are doing, see if they need help or direction. Keeping up a friendly rapport will keep you informed about team projects and tip you off to any obstacles

  If you supervise them: State the performance issue in clear, objective terms and then listen to their feedback. Tell them how to fix the mistake and set a time and date for a follow-up meeting to talk about how the problem was fixed. During the follow-up meeting, compliment the person for fixing the mistake. Confront the “blaming” tactics and reinforce with them that making mistakes is okay. What’s not okay is placing the blame on others.

• The Loner

  If they’re a co-worker: Provide them with the chance to do individual work, and then slowly include the loner in group meetings. Ask for their opinions when the group meets and include them in the process of planning the next step in your project

  If you supervise them: Learn what incentives motivate the person. Discuss some individual sections of a group project they can work on, and then how this work can be incorporated into the group work

• The Whiner

  If they’re a co-worker: Empower the person by asking them to create solutions to their grievances. People whine because they feel they have no control. Point out what’s in their power to change/control. What are they willing to do?

  If you supervise them: Have the person state specific grievances. Ask the person what they think would be a good solution. Have them implement the solution.

• The Antagonist

  If they’re a co-worker: Get the facts and follow some of the basic recommendations for negative people. Ask the antagonist to provide some solutions.

  If you supervise them: Ask for realistic suggestions or problem solving. When dealing with an antagonist’s insubordination, make sure to check organization policies and be consistent

• The Hand-holder

  If they’re a co-worker: If the high-maintenance person is needy because of a lack of confidence, be sure that you very carefully and thoroughly go over the “how-to” part of the assignment.

  If you supervise them: Set up meeting times and dates ahead of time. Refuse to enable the neediness. During the meetings reinforce the needy worker for what they have accomplished. Ask for updates on progress. Hold them accountable for the work. Let them know you have confidence that they will complete the tasks satisfactorily.

Working with difficult people takes finesse. 

Learn more in one of our upcoming live, virtual or onDemand sessions.

Personality clashes at work are no fun. But if you can identify certain personality types and use the appropriate tricks to improve your communication, then you will spend less time dealing with office politics and more time on things that really matter.   So solve those problems, resolve the conflicts, and  get on achieving your goals!