Most workplaces have at least one person who makes things harder than they need to be.
Maybe they come in late and leave early all the time, they take their time finishing projects they know are on a tight deadline, or they’re simply not willing to pitch in and help out when things get serious—and those are just a few examples. The thing is, no matter how good you think you are at your job, this could be you and you don’t even realise it. If you’re wondering whether you might be someone who makes working with you a less than pleasant experience, here’s how you know.
1. You resist every change.
Change happens in every workplace, yet if your first response is always resistance, it creates friction. Constantly pushing back, no matter how small the change, leaves colleagues drained and slows progress for everyone involved. A better approach is to ask questions before objecting. Understanding the reasoning behind changes, even if you don’t fully agree, helps you adapt. It also signals that you’re open-minded rather than automatically difficult.
2. You interrupt too often.
Cutting people off in meetings or conversations makes them feel overlooked. While you might be eager to contribute, frequent interruptions suggest you value your voice over everyone else’s, which is a fast track to workplace tension. To fix this, practise holding back until someone has finished. Jotting down your point instead of jumping in keeps the discussion balanced and shows respect for colleagues’ input, making teamwork smoother.
3. You avoid taking responsibility.
If you’re quick to deflect blame when mistakes happen, it leaves a sour taste. Colleagues notice when someone avoids accountability, and it breeds resentment over time because trust starts to break down. Taking responsibility, even for small errors, builds credibility. Something simple like, “That was on me, but here’s how I’ll sort it” not only repairs trust but also shows you’re reliable under pressure.
4. You dominate conversations.
Being talkative isn’t necessarily a problem, but if you rarely give anyone space, it creates an imbalance. People may stop sharing ideas altogether, which makes collaboration weaker and leaves you looking difficult to work with. Switching gears by asking open questions helps reset the balance. Encouraging other people to share their view shows you’re interested in more than just your own perspective, which builds stronger working relationships.
5. You shut down new ideas.
Shooting down suggestions before they’ve had a chance to develop can discourage colleagues from speaking up. Over time, people stop bringing fresh perspectives, leaving the team stagnant and you seen as an obstacle. Instead, practise responding with curiosity. Even if you’re doubtful, saying, “Tell me more about how you see this working” gives people space. It keeps the conversation moving and positions you as constructive rather than dismissive.
6. You gossip too much.
Every workplace has chatter, but if you’re the one spreading stories, it quickly undermines trust. Colleagues will hesitate to confide in you if they think their words won’t stay private. Breaking this habit means choosing discretion over drama. Focus your conversations on work or light topics rather than speculation. People will respect you more when they know they can count on your discretion.
7. You rarely compromise.
Collaboration often requires meeting in the middle, but if you dig your heels in every time, you create tension. Being inflexible can make projects drag and relationships sour. Try viewing compromise as a strength rather than a loss. Giving ground on less important points makes it easier to stand firm on the things that really matter, which makes teamwork more productive.
8. You complain without solutions.
Raising issues is fair, but constant complaints with no suggestions can wear colleagues down. It signals negativity rather than engagement, which slowly chips away at morale in the office. Turning complaints into constructive feedback changes the tone. Framing things as “This could work better if…” positions you as a problem-solver rather than a drain, which colleagues will appreciate.
9. You struggle to accept feedback.
Feedback is part of growth, but if your instinct is to get defensive, it makes colleagues hesitant to be honest. Over time, people may stop giving feedback altogether, leaving problems unresolved. To change this, focus on listening fully before responding. Taking time to process and ask clarifying questions shows you’re willing to learn. That openness strengthens trust and helps you grow faster in your role.
10. You show favouritism.
Whether intentional or not, favouring certain colleagues creates divisions. People start to feel overlooked, and team spirit suffers as a result, which feeds resentment towards you as the source of imbalance. Keeping things fair means spreading your attention and support more evenly. Acknowledging contributions across the board prevents people from feeling sidelined and shows you value everyone equally.
11. You take credit for group work.
Few things breed resentment faster than someone claiming ownership of a team effort. Even if you played a big role, downplaying what other people bring to the table makes you look self-serving rather than skilled. The solution is simple: highlight the collective effort. Saying, “We pulled this off together” builds goodwill and shows confidence in your own value without diminishing anyone else’s role.
12. You’re quick to criticise.
Pointing out flaws without balancing them with positives can feel harsh, especially if it becomes a pattern. As time goes on, colleagues might avoid sharing work with you, which isolates you further. Shifting your focus towards balanced feedback helps. Recognising what someone did well before raising improvements makes your input more palatable, keeping collaboration healthy rather than hostile.
13. You don’t notice the impact you have.
Sometimes being tricky isn’t about obvious actions, but about not seeing how your behaviour affects other people. Whether it’s tone, timing, or body language, ignoring impact creates distance and frustration. Building awareness means paying attention to reactions and asking for honest input. Reflecting on how your behaviour lands helps you adjust, which signals emotional intelligence and strengthens relationships at work.
