One of the most frustrating things about dealing with a toxic coworker is wanting to help this person and recognizing that you can’t (via InPsychful). You’re responsible for one person and that’s you. That person has a workload that you need to complete, and that person also needs to feel sane when leaving work at the end of the day. The toxic coworker is responsible for changing their own behavior and challenging personal growth. If you try to take on that challenge for the other person, you will only be more frustrated than before (via InPsychful).
Your toxic coworker may be an expert at sucking up to your boss (via Daily Mail). However, the responsibility of people in HR is to manage these complex situations impartially and objectively. If you have some genuine concerns that can be documented, ask to speak with someone in HR. If you know that this toxic coworker has compromised one person in HR, ask to talk to a different person (via Daily Mail). And if you really feel trapped, if your office is part of a franchise, ask to speak with someone in the corporate office.
If you’re working on a team and are uncomfortable with a toxic environment, at your next team meeting, let your coworkers know you want things to improve (via Daily Mail). Say something like, “I’ve noticed that there has been a lot of negativity happening at work, and this energy is hurting our ability to get the job done. I want things to improve.” This way, you are keeping the accountability away from specific people (who will probably not handle the blame well) and shifting the focus to where it needs to be – getting the job done (via Daily Mail).
Toxic coworkers thrive on feeling victimized; they draw their energy from thinking that they have a hard lot in life. Don’t encourage this behavior by complaining about them. Instead, focus on the behavior that is causing problems (via Daily Mail). Document this behavior as necessary so that you can bring it to your superiors (via Daily Mail). If you’re a leader at work, tell your coworkers the specific behavior occurring and that you want it to stop. Remember, you’re not trying to fix anyone, you are trying to make work a safe place for employees.