¿Qué haces si tu colega socava constantemente tu trabajo?

Understanding the behaviour is absolutely absolutely crucial and you should also look at yourself in that journey It is not common for people to deliberately undermine others work and there will be a root cause The best approach is to find a calm and considered environment where you can sit down with the individual and openly explain your concerns and ask some questions around the behaviour In addition, look at your own activities are you doing things which are causing a perception of undermining? You can start to build a plan to improve the situation

It requires an one to one discussion to find out the viewpoint of that person so that the position can be clarified with live details then and there. This is much more necessary if he/she is your superior. Otherwise also, there is nothing wrong in hearing that person and taking corrective steps even if there is even 5 percent truth in it. Despite you are sure that you are giving your best as per the Vision & Mission of the institution and key responsibility areas fixed, only way is to try to further your performance and ignore such persons. Sooner than later he/she would realise your real stuff. In case he/she happens to be your incorrigible Superior, better to look out for greener pastures, as there is no dearth of demand for merit.

That's why the woodshed was created...exactly for people like that. There is nothing more toxic and unproductive. Some problems need to be hit head on, no cherry coating. This is one of those.

If a co-worker looks to undermine what you are doing, engage him/her in a conversation so that you may find a solution together. It is better to talk to them individually and tell them that something they are doing is affecting your work flow in a negative way– calmly. For example, say, "I noticed you've been questioning my decisions in meetings. Can we discuss how we can better align our approaches?" Thus, discouraging conflict. Thus, in my practice, people’s mutual misunderstanding can be clearly discussed and that will help improve the cooperation. This way of working preserves a working relationship because the conversation is always on finding a solution.

If you have a co-worker who chronically discounts the value of your contributions, state your expectations. Always address the behavior it directly the first time in a nice calm manner with the child being alone. For example: “I have realised that you often disagree with whatever I have to say during meetings, kindly let us respect each other’s ideas. ” Then, outline how you prefer to collaborate, emphasizing mutual respect. This approach helps to prevent future problems and understand expectations with other workers. When I have balanced roles, it has proved that setting boundaries is more beneficial than harmful because the employees’ roles are protected.

If the colleague is constantly demoralizing, complaining to the immediate supervisor or the personnel department is advisable. Begin by listing specific cases when your input was dismissed. Take these examples to your manager with a special emphasis on how it might affect the team and the result of the project. For example, “I have realised my ideas are not being considered by the team, which is a problem when we are working together. This approach creates an ambience that encourages people to perform tasks and have their efforts valued at the workplace.