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INTRODUCTION

Condescending co-workers can wreak havoc and hurt productivity.

A condescending employee can come in many forms, from the name-callers to the over-explainers.

Managers are tasked not only with identifying these individuals and their behavior but with addressing them as well. Let's examine the behaviors to watch out for and the ways managers can appropriately address every kind of condescending employee to create a more cohesive and productive workplace for all.

4 TYPES OF CONDESCENDING EMPLOYEES YOU MIGHT HAVE

The Underhanded Comment Giver

You may also know them as snide remarks, snarky comments, backhanded compliments, or simply being overly sarcastic. They are the comments that are laced with attitude and hidden meaning, typically at the expense of another individual. They can show up in the form of calling a co-worker “sweetheart” or “kiddo” or in over-generalizations such as “you’re always late.” Such comments are demeaning, unpleasant to be around, and can leave coworkers feeling patronized.

The Over-Explainer and Know It All

An employee who is constantly explaining, lecturing, and informing his colleagues when it is not necessary can quickly make his colleagues feel condescended to. This is the employee who always tries to put in his two cents, even when it's not wanted. The employee who disregards training and basic tasks because "he already knows." This employee might tell his experienced colleague how to do a task he has been doing for years. This type of employee can leave people feeling frustrated, exhausted and disrespected.

The Interrupter

Don’t mistake this for the honest interruption we are all guilty of. This is the employee that will finish the majority of your sentences. The employee who cuts you or their co-workers off. While it can happen naturally someone who constantly interrupts whether in a formal or informal setting can make their peers feel unheard and unappreciated. The constant interjection is simply not necessary and comes across as narcissistic.

The Constant Over Corrector

Similar to the know-it-all, but different. The overcorrecting employee corrects even the most trivial things. While it can be helpful to correct someone occasionally, the employee who is constantly correcting the pronunciation, grammar, and behavior of his colleagues is not needed in the workplace.

3 WAYS TO DEAL WITH YOUR CONDESCENDING EMPLOYEES

The most important step is to remember as the manager you are in the position of power and you do have the ability to fix the situation.

Remember it is Not Personal

While it may sound obvious, remembering that the condescending behavior is not personal to you as the manager is very important. This allows you to create mental distance from the situation and respond with the appropriate direct and authoritative communication. Taking yourself out of the situation allows you as the manager to evaluate the employees' intentions:

Was it an accidental comment?
Are they just poor communicators?

Mental distance provides you with the clarity to respond appropriately and effectively to every situation. It is important to respond in a non-emotional, neutral, matter-of-fact way.

Call Out the Behavior When You See It

The most effective tool for dealing with condescending employees is calling out their behavior if you see it. Allow the natural confusion or concern felt in the moment to come out in your response. Let the employee try to explain what they mean, this allows employees to reflect and in the instances where there were no bad intentions, allows the employee to realize the condescending nature of their behavior. Not responding in the moment is a disservice to both yourself and your employees.

Provide Feedback Regularly

Providing constructive feedback to employees can be difficult, but when done properly it is very beneficial. Try to see the value in the over-corrector employee, perhaps their goal is to better the company, providing them with feedback that demonstrates you appreciate their desire to constantly do better, but prefer it to be done differently.

Need inspiration on how to give feedback? ManageBetter, with its library of 3,000 feedback phrases, might be a resource you want to check out.

WORDS AND FEEDBACK PHRASES TO ADDRESS YOUR CONDESCENDING EMPLOYEES

Confronting condescending employees will not be pleasant. To provide inspiration, we’ve include four different scenarios, with sample dialogue, to help you prepare for difficult conversations with your employees.

Example 1

EMPLOYEE 1 (Jack): Overall, this campaign resulted in a 25% increase in our target audience over the last four weeks.

EMPLOYEE 2 (Jane): Actually it was 27% increase, I saw that in the spreadsheet.

During one-on-one with Jane

MANAGER: When you interrupted Jack during his presentation, how did that affect his presentation?

JANE: He was stumbling. I think he was unnerved.

MANAGER: What do you think rattled him?

JANE: Maybe he didn't practice his presentation enough?

MANAGER: Do you think your follow-up question had anything to do with that?

JANE: Maybe. He seemed fine at first. But when I made my comment, I saw him blush.

MANAGER: Do you think it was necessary to correct him in the middle of his talk?

JANE: Yes. I don't think it was right for Jack to spread false information.

MANAGER: Could you've helped Jack in another way to give correct information?

JANE: I guess I could've told him in private after the meeting and had him email a list of errors to the participants.

MANAGER: And what would have been the impact of that alternative approach?

JANE: Well, the downside would be that we wouldn't have had the benefit of the correct information right away. But on the other hand, Jack mightn't have lost his temper and his presentation would have gone more smoothly. And Jack probably wouldn't be mad at me; I sense something is wrong in the last few days.

MANAGER: Which of the two assessments would you prefer, if you could repeat them?

JANE: As much as I want everything to be right, I'd choose the other right now. I don't like that my relationship with Jack has suffered. And honestly, there's not much difference between 25 and 27 percent.

MANAGER: I can't disagree with that reasoning. It's up to you whether you want to apologize to Jack, but it sounds like an apology would help smooth things over with him.

JANE: Sounds like a good plan. I'm going to do that.

Analysis of Example 1

This response was given outside of direct observation of the behavior so as not to focus on Jane in front of the team. Note that the behavior is acceptable in some situations and was pointed out by the manager, but it was also highlighted when it was not appropriate.

Example 2

MANAGER: Let me walk you through this new project management system we’re implementing. Step 1… Step 2… Step 3….

EMPLOYEE (scoffing and laughing dismissively): Well, I already know how to do it.

MANAGER: While I admire your confidence in this situation it never hurts to learn more and get more guidance. You can set a great example for some of your newer co-workers with your knowledge.

Analysis of Example 2

This response allows you to take control of the situation, it also allows you to redirect the condescending nature of the employee. You are giving them a positive way to view the situation while letting them know they are not above doing the tasks you ask of them.

Example 3

EMPLOYEE: Finally, I’ve been waiting for you to tell me.

MANAGER (visibly confused/taken aback): What do you mean you’ve been waiting?

EMPLOYEE: (It’s taken forever, I've been waiting all week to hear back.)

MANAGER: I am trying not to overwhelm you with information. I’ve been purposely pacing out the information in the order I feel is most appropriate and important for your success.

Analysis of Example 3

This response allows for the employee to explain themselves as well as allows them to rephrase any concerns they may have appropriately and respectfully. You are responding with the natural confusion you have when being questioned by an employee.

Example 4

EMPLOYEE 1 (Jack): Based on my conversation with the customer, our latest launch –

EMPLOYEE 2 (Jane): Has been the best yet, they mentioned that the magazine advertisement really intrigued them and that’s the part of the project that I did!

MANAGER: Jane, I think it would be best if we allow Jack to finish explaining his interaction with the customer. Go ahead Jack.

Analysis of Example 4

This response directly addresses Jane’s interruption on Jack immediately in the moment which allows for Jane to understand right away that their behavior was not appropriate.

CONCLUSION

Dealing with a condescending employee does not have to be a headache. Most condescending behaviors can be handled with direct professional communication. Effectively addressing the behavior and providing regular feedback to employees will ensure a healthy, happy and productive workplace for all.

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3 Ways to Deal with a Condescending Employee with 4 Sample Scenarios [Sample Scripts Included]