Handling a passive-aggressive employee can be exasperating for a manager or HR representative. Passive-aggressive behavior in the workplace can be disruptive, counterproductive and stressful, while impacting productivity and increasing work for others. This article discusses how to identify a passive-aggressive employee and steps a manager can take to handle the situation.

Passive-aggressive behavior is a deliberate but indirect way of expressing anger and resistance. Though the person may seem to comply with expectations and be willing to complete tasks, he or she will underhandedly fail to fulfill their responsibilities or otherwise cause disruption or discord. The behavior may be targeted at one individual, such as a boss or co-worker, or more generally towards a department or the company. Because this behavior is subtle and often masked by an outwardly agreeable or charming persona, passive-aggressive behavior can be difficult to detect.

While we understand why some business leaders may be reluctant to tackle these issues head on, we really do believe the only way to solve certain problems it to address the issue upfront. This will create difficult conversations and will often offend the employee in certain ways, but there are definite strategies one can take to do this more effectively.

Dealing with a passive-aggressive employee in the workplace is difficult, especially since the behavior is often masked and difficult to identify or prove. However, ignoring the behavior will not solve the problem; unless it is addressed, this individual is likely to cause continued disruption and frustration within the company or department. Consider the strategies below when handling a passive-aggressive employee.

• Talk with the offender—Share the specific facts and examples you have documented and declare that such negative behavior will not be tolerated. Allow the person to respond, but don’t be surprised if he or she denies it or makes excuses. Don’t be accusatory or overly sympathetic; stay calm, professional, pleasant and firm. Be specific about what will and will not be tolerated and what your expectations are for improvement. Emphasize that his or her performance and behavior must be changed.
• Try to determine the root cause of the problem—Employees generally act this way because of an underlying emotional catalyst (behavior disorder, prolonged grudge against an individual, perceived lack of recognition, being passed over for a promotion, etc.). Sometimes, addressing the root cause can improve the employee’s behavior.
• Be sure to keep upper management and HR informed throughout this process—Make sure that everything is documented in order to protect yourself and the company.

Each situation is unique, and while we think these strategies are helpful in managing the situation, there are other options for dealing with a passive-aggressive employee. You can also adapt some of the strategies to fit your specific situation. However, we once again encourage you to consider the employee’s feelings and address the situation in a respectful and mature manner to avoid further conflict. Check out this article for a deeper dive into the strategies you can employ to tackle these complicated issues.