Even one difficult coworker can hurt team morale. Learn five common types and strategies managers can use to protect productivity and maintain a positive workplace

CREDIT: This is an edited version of an article that originally appeared in Science of People

Research suggests that most workplaces have at least one coworker who can be difficult to work with. These individuals are not always bad people. Sometimes they are just struggling or unaware of the impact of their behaviour. Yet even a small number of challenging coworkers can disrupt team dynamics, lower productivity and affect morale.

Here is a look at five common types of challenging coworkers and strategies managers can use to handle them effectively:

The Fake Manager

The ‘Fake Manager’ likes control. They are not in a leadership position but behave as if they are. They micromanage projects, direct colleagues and prioritise their own opinions above others. Their focus is on influence rather than results, and this can create confusion and frustration within teams.

How to Manage the Fake Manager
Encourage self-awareness and accountability by asking them to send requests in writing. This can reveal whether their expectations are realistic and provide documentation if discussions with actual managers are needed. Setting boundaries calmly and consistently often reduces overreach.

The Free Rider

‘Free Riders’ contribute less than their fair share and rely on others to carry the bulk of the workload. They may be social and likable, which can make their lack of output harder to notice at first. Over time, however, their behaviour can frustrate productive team members and undermine overall performance.

How to Manage the Free Rider
Keep a record of team responsibilities and contributions. Address the behaviour directly with a one-on-one conversation. If needed, involve trusted team members or escalate concerns to management with evidence.

The Overly Positive

Some coworkers always seem upbeat and offer endless encouragement or platitudes. While positivity can be motivating, over-the-top optimism can pressure team members to hide valid concerns or emotions.

How to Manage the Overly Positive
Recognise that all feelings are valid. Encourage a culture where employees can express concerns or frustrations without fear of judgment. This helps optimism support the team rather than overshadow honest dialogue.

The Perpetual Complainer

This coworker gravitates toward negativity and frequently expresses frustration or dissatisfaction. Their complaints can sap energy and demoralise teams if not addressed.

How to Manage the Perpetual Complainer
Acknowledge concerns briefly, then guide conversations toward constructive solutions or neutral topics. Encouraging problem-solving behaviour instead of dwelling on complaints helps preserve team morale.

The Dramatic

Dramatic coworkers seek attention and emotional reactions. They often exaggerate issues and look for validation from others, which can distract the team from meaningful work and create unnecessary tension.

How to Manage the Dramatic
Maintain professional boundaries and focus on team objectives. Avoid engaging in unnecessary drama and set expectations clearly. Emphasise priorities to keep the team on track.

Why Addressing Challenging Coworkers Matters

Unchecked incivility can have serious consequences. Research shows that 38 percent of employees intentionally reduce the quality of their work, nearly half spend less time at work and decrease effort, 12 percent leave their jobs due to ongoing issues and 25 percent take frustrations out on others.