12:38:19 
2024-06-27 
765
No matter how much effort a person exerts, how much morals he uses, and how much scientific and psychological means he uses to gain the trust of others and build good relationships with them, he will inevitably encounter people who are exhausting for those around them and for themselves as well. So what is it like to deal with these types of people when they are your co-worker? Here are a set of tips to help you with that:
First: to prepare yourself to bear problems, be patient with annoyances, and confront their effects, and to create within yourself a feeling of positivity, steadfastness, and optimism.
Second: Your nerves must be calm and you must enjoy physical and psychological comfort during the dialogue, preferably preceded by a sufficient period of relaxation away from noise.
Third: Try to determine which of his behaviors raise problems for you, and what are his motives for this behavior. Is the problem, for example, his lack of achievement at work? Or his always late presence, and what is important is defining the problem accurately.
Fourth: Determine the best ways and the most successful options to overcome this problem and avoid its effects on you and your work, and be objective and calm in your choice of solution, taking into account the benefits and harms that will result from that.
Fifth: The solution may be to ignore the problem and its source, or to seek to move it from your workplace to another place, or to move to another job, or to confront this person and have a dialogue with him.
Sixth: You can consult those whose intelligence you trust, whether co-workers or others, about what you intend to do, and record his observations and advice on a special piece of paper, and then think after that about the extent of the possibility of benefiting from them.
Seventh: Choose the appropriate time and place to talk about the topic with the other party, when he is not busy, calm, and ready for dialogue.
Eighth: Conclude the meeting by identifying the common points that were able to be reached, along with a statement of the duty of each of you regarding them, and continue implementing what was reached while evaluating and measuring the extent of progress in that regard.
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