These are eight characters you wish you do not see in your office. Yet, these characters are prevalent in most offices. See if you identify these characters and learn practical tips to handling and managing these office super villains.

1. The Chatterbox
The chatterbox is a well-meaning character. Friendly and open, she is eager to share all her thoughts (every single one of them) with you. While she has no ill intention nor desire to harm anyone, her incessant talking is keeping you from focusing on your work. Here are some tips
to quieten down this chattering colleague so you can get your job done. Rather than risk insulting the chatterbox, put the blame on yourself. Explain to your colleague that you have trouble concentrating while you are listening to her very engaging stories. You would love to hear them at some other time, just not while you’re working. Then, if you truly enjoy her company, have lunch
with her once a week.

2. The Gossip
The gossip seems to know everything (both the good and the ugly) about everyone and he wants to share it. Should you listen to what your gossiping colleague has to say? Yes, it is often a good way to hear news that may not make it through more formal information channels. However, gossip
carries both elements of truth and untruth, so look upon it with a cynical eye. Listen to your gossipy colleague quietly but don’t become a gossip too. However, if the gossip being shared is of a very personal nature, (for example, he shares with you news of another colleague’s marital problems,) suggest a change in subject or say that you don’t feel right discussing about someone behind his back.

3. The Complainer
There is always one person in a group who can never find anything to be happy about. If she is not
complaining about her health problems or her family, she is complaining about her job,
the company, or your boss. Of course, some of her complaints are legitimate, but the incessant whining is getting on your nerves. The complainer is generally not looking for advice so offering it probably won’t help. Change the subject whenever the complaining begins. Your colleague
should get the hint after you do this repeatedly.

4. The Delegator
In almost every workplace, you’ll find someone who wants to share his work with his colleagues. We’re not talking about those who have a legitimate reason to delegate work to others, for example,
managers or team leaders. We are speaking of those who either can’t do all the work they have
been given or don’t want to do it. You should help your colleague if team work is encouraged in your office and if you have time to help. However, if managers are the only ones who have the authority to delegate and you already have your hands full, then you have to turn down the request. Tell your
colleague gently but firmly that you have your own work to deal with and cannot afford the time to help.

5. The Credit Grabber
What teamwork? The credit grabber does not acknowledge any help she receives from others. She accepts all the praise for a project without mentioning that she didn’t do it alone, or that you have spent hours working on it. The first time this happens, consider it a mistake. Mention it to your
colleague and ask her to let others know about your participation. If she doesn’t, or if this happens again, make sure you let others know about the role you played in getting the project done. Then, unless you are required to work with this person, refuse to help out again.

6. The Back-Stabber
Operating like a ninja, the back-stabber usually strikes you when you least expect it. Outwardly agreeable, the back-stabber is quick to change sides when you are not around and accuse you of things you never did. He is also ruthless and decisive when it comes to getting what he wants. To protect yourself from the back-stabber, always take precautions by maintaining emails and written proof of your ideas and work. Rise above the drama of the back-stabber by refusing to make a scene. Find ways to laugh over the matter to defuse the tension. Finally, if all else fails, consider speaking to the back-stabber, to see matters from one anothers point of view.

7. The Ass Kisser
Easily identifiable, the ass-kisser is generous with his flattery, excessive with his outright worship of the subject and totally unabashed of his adoration of the target. The ass-kisser is often insecure
or unsure of his work ability and resorts to such tactics to climb his way up the corporate ladder. Subjects of the asskisser are often the boss, a member of the senior management or an officer with high influence. If you are the target of the ass kisser, you probably enjoy the perks. However, remember that such relationships can cause unnecessary tensions in the office, cause you to favour the staff over others, and give rise to complaints about unjust treatments. As far as possible,
maintain a professional distance between yourself and this staff to prevent rumours that could possibly affect staff morale from travelling about in the office.

8. The Office Bully
She gets her way all the time and at your expense, no less. The office bully is one character you would do well not to antagonise. The tools of her trade include mental blackmail, physical intimidation, and positional authority (not necessarily hers). She uses each technique with skill to make you submit to her demands. If you can, confront the office bully in a professional manner without risking your safety. Don’t sink to her level but stay calm. Don’t yell, threaten, cry or show
weakness which is what she wants to see. Don’t allow the bully to intimidate you or make you feel bad about yourself. Instead, do your job and do it well. The workplace bully wants you to fail and
when you don’t, she will be defeated. Make sure your superiors are aware of your work as the office bully will spread word that you are not doing your job well and will even report the smallest infractions to your boss.

You spend hours together working shoulder to shoulder. Once in a while, clashes are bound to happen even in the most peaceful of offices. Ms Leng Chan, Counsellor/Trainer with Raffles Hospital, shares her tips on resolving conflicts in your office.

Understanding the real issues of the conflict. Practice active listening

Sometimes superficial issues and passive listening may mask the real reason why conflicts happen.

Be non-judgmental and impartial

Do not judge conflicting parties. Separate emotions from facts. This is especially vital when you are personally involved.

Gathering and seeing the same relevant facts

Working with all facts and getting the whole picture is crucial to resolution. Ensure that the reported facts are as all parties see it.

Be objective

If possible, gather third party facts that may help clear the situation. Independent gathering of facts, matching and testing the validity of your facts will go a long way in resolution.

Meet physically to talk through misunderstanding

Selecting a mutually suitable time and venue will help de-escalate tension. Establishing time out period to ensure all parties tell their stories and be heard will open the door to resolution. Being heard is one of the most vital components of a resolution.

Follow up meeting

A long standing feud may sometimes require follow up meetings to resolve conflict. Always be brief, straightforward and honest in this whole process. Conflicts may make life more eventful,
but it may also cost companies expensive business dollars, and individuals undue stress, early wrinkles and unnecessary pains.