Did you know that 60% of people say their personality changes significantly at work, and 74% say people should adapt their personality if it helps them perform their job better? (You can explore that and other data in our “Work Personality” survey.)
Adopting a persona at work is common and not a bad thing – depending on what your persona is. When it comes to sharing the workday with others, most of us agree on some things that we could do without. Some personas can hinder success if taken too far, so you might want to avoid adopting them.
But we don’t always recognize the vibes that we’re giving off, and our coworkers won’t always tell us. It falls on us to take an objective look at our work personas and consider how they affect others and how well they serve us. Personality traits may provide some indicators. So here are several personas that the workplace can probably do without, and a few personality clues to help you check yourself before you wreck yourself. (Oh no! Which one am I?)
1. The Negatician: “Everything sucks, all the time.”
Some people habitually voice the downside of everything. It’s easy to find fault in many jobs because, yeah, stresses and challenges abound, and things are rarely ideal, which can be frustrating. But constantly complaining, especially in a self-oriented manner, can create a very unproductive persona.
For one thing, a negative view can reinforce a defeatist attitude and make it hard to maintain motivation or find any satisfaction in your work. That won’t bring you the personal success and happiness that you deserve. It can also drag down the people around you if they’re dealing with the same workplace issues and trying to keep a positive attitude.
Who’s likely at risk: Introverted, Intuitive, Turbulent (IN__-T) personalities. They tend to be insightful and reactive to stressors, making them very sensitive to anything that they perceive as negative. And compared to Extraverts, they’re more likely to express a passive response (like complaining) than leap into curative action.
What this isn’t: Pointing out problems so that they can be appropriately addressed or asking for necessary support. Some complaints are valid and need to be voiced, especially in the case of unsafe or unfair situations or when help is needed. Speaking up in the service of positive outcomes is a good thing.
2. The Talkiator: “And then I was like, you know?”
It can be frustrating when you’re trying to focus on getting your work done and someone keeps engaging you in lengthy conversations. It’s almost worse if you enjoy talking to them, because it’s tougher to resist the distraction – a fun chat leads to an “oh no!” moment when you realize how much time has passed.
That’s not just a personal problem – it’s a team problem. Too much idle chat in the workplace can severely lower productivity, and people who regularly spark this behavior aren’t doing their coworkers any favors. They may even end up getting one another into trouble.
Who’s likely at risk: Extraverted, Turbulent (E___-T) personalities. They are restless, crave external interaction, and are relatively social.
What this isn’t: Joyful passing banter. Being a person who always makes time to share a few friendly or lighthearted words can brighten the workplace wonderfully. The key is in moderation – there’s a difference between a brief interaction and an extended conversation.
3. The Gossipmonger: “OMG, did you hear about…”
Let’s be honest – other people’s lives can be interesting, especially when it’s people we know. But someone who’s nosy and always repeating the personal details or goings-on of others can cause problems in the workplace. For one thing, it’s usually the dirty laundry that gets aired, and that can be hurtful or disrespectful to those it concerns.
Moreover, someone who gossips constantly may not be able to sustain the trust and respect of their coworkers – why be open and honest with such a person about something, knowing that they’ll tell everyone? It’s unpleasant to feel as though your privacy has been violated and that someone has done so for the sake of drawing attention to themselves.
Who’s likely at risk: Extraverted, Feeling (E_F_) personalities. They tend to love social interaction and are more likely to feel tempted to share secrets.
What this isn’t: Talking about people. There are many totally okay reasons to discuss people and relationships, even at work. Caring and being involved in one another’s social lives is different from spreading dramatic tidbits that others would prefer were kept private.
4. The Slobbenmesser: “I’ll clean that up later.”
Whether it’s a break room or shared tools and equipment, some people are a lot less into cleaning and organizing than others – and that can be a problem at work. Messy habits can not only interfere with the accessibility and usability of resources but they can also annoy more fastidious personalities and lead to conflict (and not just notes left on the microwave!).
To be fair, messy people can be highly effective and capable, but sloppy habits may not be appropriate in a shared work environment where some organization is needed to maintain efficiency. And it’s not necessarily fair to allow the bulk of cleaning and organizing to fall on a few coworkers – it’s usually better for morale if everyone shares in such responsibilities.
Who’s likely at risk: Prospecting (___P) personality types. They don’t typically prioritize order and organization, and their habits and environments may reflect this.
What this isn’t: Making a mess. Creating a mess at work as part of a purposeful process is sometimes appropriate and necessary. If that’s followed by a timely and responsible restoration of order and cleanliness, there’s little cause for worry.
5. The Rudesby: “You’re too sensitive.”
The boundaries of good taste and tact vary according to the individual, and someone whose personal limits are far looser than those of the people they work with can be bothersome. Whether it’s telling inappropriate jokes, using insult humor, or simply being abrasive, a rude persona can wear people down quickly or hurt their feelings.
It’s true that some people are much easier to offend than others, but that doesn’t excuse being rude – whether it’s intentional or not. Some people don’t understand how their behavior is inappropriate, but even accidental damage to work relationships can be serious. And someone who’s perpetually discourteous may end up facing professional consequences because of it.
Who’s likely at risk: Thinking, Assertive (__T_-A) personalities. They are less likely to prioritize emotional niceties or worry about what others think.
What this isn’t: Being direct. An unabashed manner is not necessarily rude or inappropriate, depending on what’s being conveyed. Someone who’s fair-minded and respectful doesn’t always need to sugarcoat things merely because others may not like what they’re hearing.
6. The Criticalian: “What you should have done is…”
Whether well-intentioned or not, someone who constantly criticizes the performance of others can provoke negative reactions. Aside from possibly harming morale and cooperation, the critic may suffer as people eventually seek to avoid them. Whatever satisfaction they get from being critical probably isn’t worth hindering their career progress.
Of course, some people don’t realize how they sound when they’re being critical. They may be trying to help solve problems and show off their smarts, but they’re somewhat tone-deaf to how their words affect people’s feelings. That may not be as bad as someone who knowingly insults others, but it can still be a problem.
Who’s likely at risk: Thinking (__T_) personality types. They’re more likely to self-identify as being critical and to value facts over feelings.
What this isn’t: Constructively offering help. There’s a big difference between unsolicited criticism and welcomed, constructive evaluation. When someone is invited to help solve a problem, there’s nothing wrong with discussing the problem first to understand it.
Final Thoughts: Positive Self-Reflection
The truth is, anyone may forgivably slip into modes like the ones mentioned above some of the time – and many other personas besides. Our natural impulses and personality traits drive our behavior. When our resulting personas aren’t helpful, we may feel guilty for being human, which is even less helpful. It’s possible – and healthy – to accept who you are while recognizing where you can improve.
Being conscious of the personas that you adopt at work can be a big step in your personal and professional development. Working to become the person that you desire to be can bring you great happiness, and practicing modes that benefit you in the workplace can boost your success. So, reflect on what you project.