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One of my colleagues has possible problems. Should I share my thought with anyone?
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How should one deal best with a colleague, who's having some possible problems ?
One of my colleagues behaves very weird in and outside work.I've heard a lot of complaining in the office regarding him. Up to now, this phenomenon is widely known in the company.
He is also kind of aggressive and often behaves abnormally.
It's hard to have a conversation at all, but when you do, no normal person would say anything like this.
Unfortunately, we have some common interests outside of work and my complain would be not very useful because the would think it's on personal motives.
How can and should I talk with someone from the management?
EDIT 1:
OK, I'm not a doctor, I can not give any diagnosis, but something is wrong.
EDIT 2:
I don't evaluate anyone's performance as well. The problem is with behavior that is a problem.
work-environment
asked Apr 24 '15 at 4:25
Bor
3101614
 |Â
show 1 more comment
up vote
0
down vote
favorite
How should one deal best with a colleague, who's having some possible problems ?
One of my colleagues behaves very weird in and outside work.I've heard a lot of complaining in the office regarding him. Up to now, this phenomenon is widely known in the company.
He is also kind of aggressive and often behaves abnormally.
It's hard to have a conversation at all, but when you do, no normal person would say anything like this.
Unfortunately, we have some common interests outside of work and my complain would be not very useful because the would think it's on personal motives.
How can and should I talk with someone from the management?
EDIT 1:
OK, I'm not a doctor, I can not give any diagnosis, but something is wrong.
EDIT 2:
I don't evaluate anyone's performance as well. The problem is with behavior that is a problem.
work-environment
asked Apr 24 '15 at 4:25
Bor
3101614
1
Do the 'mental problems' affect his work performance, is he still doing a good job? It seems like it may be affecting other people in the office, but without defining 'mental problems' or 'behaves abnormally' it's difficult to offer advice.
– SpaceDog
Apr 24 '15 at 4:43
8
If he's not underperforming in a way that is affecting you, you should stay away from this. I don't think it's recommended to complain to a manager about things that are not affecting you, even less if you are going to say he has "mental problems". Keep your relationship strictly professional if he can't have a nice, polite conversation. If he's unable to do that, you should then inform your manager about him not being cooperative, not "being mental ill".
– Areks
Apr 24 '15 at 4:56
4
You should steer clear of diagnosing a cloleagues state of mind. If you wish to discuss issues with a manager stick to facts about actual things they have done.
– Dave
Apr 24 '15 at 9:07
1
If there is an issue with your friend's performance at work, I'm sure your managers would have already realised it. And unless he is doing something illegal then I can't see what you actually have to tell. I would suggest leaving it alone.
– Jane S♦
Apr 24 '15 at 9:55
If the employee is having issues, management may already be aware - in which case it's nobody's business. Additionally, if you're suggesting someone with an unpredictable and aggressive behavior, I'd not poke the bear on that one.
– Raystafarian
Apr 24 '15 at 11:59
 |Â
show 1 more comment
up vote
0
down vote
favorite
up vote
0
down vote
favorite
How should one deal best with a colleague, who's having some possible problems ?
One of my colleagues behaves very weird in and outside work.I've heard a lot of complaining in the office regarding him. Up to now, this phenomenon is widely known in the company.
He is also kind of aggressive and often behaves abnormally.
It's hard to have a conversation at all, but when you do, no normal person would say anything like this.
Unfortunately, we have some common interests outside of work and my complain would be not very useful because the would think it's on personal motives.
How can and should I talk with someone from the management?
EDIT 1:
OK, I'm not a doctor, I can not give any diagnosis, but something is wrong.
EDIT 2:
I don't evaluate anyone's performance as well. The problem is with behavior that is a problem.
work-environment
asked Apr 24 '15 at 4:25
Bor
3101614
How should one deal best with a colleague, who's having some possible problems ?
One of my colleagues behaves very weird in and outside work.I've heard a lot of complaining in the office regarding him. Up to now, this phenomenon is widely known in the company.
He is also kind of aggressive and often behaves abnormally.
It's hard to have a conversation at all, but when you do, no normal person would say anything like this.
Unfortunately, we have some common interests outside of work and my complain would be not very useful because the would think it's on personal motives.
How can and should I talk with someone from the management?
EDIT 1:
OK, I'm not a doctor, I can not give any diagnosis, but something is wrong.
EDIT 2:
I don't evaluate anyone's performance as well. The problem is with behavior that is a problem.
work-environment
asked Apr 24 '15 at 4:25
Bor
3101614
edited Apr 25 '15 at 5:07
asked Apr 24 '15 at 4:25
Bor
3101614
asked Apr 24 '15 at 4:25
Bor
3101614
asked Apr 24 '15 at 4:25
Bor
3101614
3101614
1
Do the 'mental problems' affect his work performance, is he still doing a good job? It seems like it may be affecting other people in the office, but without defining 'mental problems' or 'behaves abnormally' it's difficult to offer advice.
– SpaceDog
Apr 24 '15 at 4:43
8
If he's not underperforming in a way that is affecting you, you should stay away from this. I don't think it's recommended to complain to a manager about things that are not affecting you, even less if you are going to say he has "mental problems". Keep your relationship strictly professional if he can't have a nice, polite conversation. If he's unable to do that, you should then inform your manager about him not being cooperative, not "being mental ill".
– Areks
Apr 24 '15 at 4:56
4
You should steer clear of diagnosing a cloleagues state of mind. If you wish to discuss issues with a manager stick to facts about actual things they have done.
– Dave
Apr 24 '15 at 9:07
1
If there is an issue with your friend's performance at work, I'm sure your managers would have already realised it. And unless he is doing something illegal then I can't see what you actually have to tell. I would suggest leaving it alone.
– Jane S♦
Apr 24 '15 at 9:55
If the employee is having issues, management may already be aware - in which case it's nobody's business. Additionally, if you're suggesting someone with an unpredictable and aggressive behavior, I'd not poke the bear on that one.
– Raystafarian
Apr 24 '15 at 11:59
 |Â
show 1 more comment
1
Do the 'mental problems' affect his work performance, is he still doing a good job? It seems like it may be affecting other people in the office, but without defining 'mental problems' or 'behaves abnormally' it's difficult to offer advice.
– SpaceDog
Apr 24 '15 at 4:43
8
If he's not underperforming in a way that is affecting you, you should stay away from this. I don't think it's recommended to complain to a manager about things that are not affecting you, even less if you are going to say he has "mental problems". Keep your relationship strictly professional if he can't have a nice, polite conversation. If he's unable to do that, you should then inform your manager about him not being cooperative, not "being mental ill".
– Areks
Apr 24 '15 at 4:56
4
You should steer clear of diagnosing a cloleagues state of mind. If you wish to discuss issues with a manager stick to facts about actual things they have done.
– Dave
Apr 24 '15 at 9:07
1
If there is an issue with your friend's performance at work, I'm sure your managers would have already realised it. And unless he is doing something illegal then I can't see what you actually have to tell. I would suggest leaving it alone.
– Jane S♦
Apr 24 '15 at 9:55
If the employee is having issues, management may already be aware - in which case it's nobody's business. Additionally, if you're suggesting someone with an unpredictable and aggressive behavior, I'd not poke the bear on that one.
– Raystafarian
Apr 24 '15 at 11:59
1
1
Do the 'mental problems' affect his work performance, is he still doing a good job? It seems like it may be affecting other people in the office, but without defining 'mental problems' or 'behaves abnormally' it's difficult to offer advice.
– SpaceDog
Apr 24 '15 at 4:43
Do the 'mental problems' affect his work performance, is he still doing a good job? It seems like it may be affecting other people in the office, but without defining 'mental problems' or 'behaves abnormally' it's difficult to offer advice.
– SpaceDog
Apr 24 '15 at 4:43
8
8
If he's not underperforming in a way that is affecting you, you should stay away from this. I don't think it's recommended to complain to a manager about things that are not affecting you, even less if you are going to say he has "mental problems". Keep your relationship strictly professional if he can't have a nice, polite conversation. If he's unable to do that, you should then inform your manager about him not being cooperative, not "being mental ill".
– Areks
Apr 24 '15 at 4:56
If he's not underperforming in a way that is affecting you, you should stay away from this. I don't think it's recommended to complain to a manager about things that are not affecting you, even less if you are going to say he has "mental problems". Keep your relationship strictly professional if he can't have a nice, polite conversation. If he's unable to do that, you should then inform your manager about him not being cooperative, not "being mental ill".
– Areks
Apr 24 '15 at 4:56
4
4
You should steer clear of diagnosing a cloleagues state of mind. If you wish to discuss issues with a manager stick to facts about actual things they have done.
– Dave
Apr 24 '15 at 9:07
You should steer clear of diagnosing a cloleagues state of mind. If you wish to discuss issues with a manager stick to facts about actual things they have done.
– Dave
Apr 24 '15 at 9:07
1
1
If there is an issue with your friend's performance at work, I'm sure your managers would have already realised it. And unless he is doing something illegal then I can't see what you actually have to tell. I would suggest leaving it alone.
– Jane S♦
Apr 24 '15 at 9:55
If there is an issue with your friend's performance at work, I'm sure your managers would have already realised it. And unless he is doing something illegal then I can't see what you actually have to tell. I would suggest leaving it alone.
– Jane S♦
Apr 24 '15 at 9:55
If the employee is having issues, management may already be aware - in which case it's nobody's business. Additionally, if you're suggesting someone with an unpredictable and aggressive behavior, I'd not poke the bear on that one.
– Raystafarian
Apr 24 '15 at 11:59
If the employee is having issues, management may already be aware - in which case it's nobody's business. Additionally, if you're suggesting someone with an unpredictable and aggressive behavior, I'd not poke the bear on that one.
– Raystafarian
Apr 24 '15 at 11:59
 |Â
show 1 more comment
1 Answer
1
active
oldest
votes
up vote
5
down vote
accepted
Speculating about the mental health of anyone is one of the surest ways to nuke your credibility both with your management and with us. You are not an expert on mental illness so don't even go there. Because both your management and us will recognize that you are speculating about things you know nothing about and everything you say from this point forward is suspect.
If you have a problem with your colleague's actions and words:
Make a representative list of what he said or did that you believe was egregious, state in what way the egregiousness materially impacted YOUR - not someone else's - ability to perform your duties or your ability to interact with him so that you could perform your duties. Include date, time, location and witnesses for each incident you are reporting. You don't need to make a huge list - let's say, five representative or one-off incidents that illustrutate what you are talking about. Then make an initial appointment with either boss or HR to discuss the issue.
Again, stay away from any mention of mental illness, it's not your call to make nor any of your business. On the other hand, if your colleague is having a meltdown instead of discussing a project with you, then his behavior is concerning.
If you have a point, HR will ultimately have to sort out the personnel issue of your colleague's behavior and decide what to do about him. In fact, that's their job. And they know how to do their job in a way that preserves everyone's confidentiality.
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
suggest improvements |Â
1 Answer
1
active
oldest
votes
1 Answer
1
active
oldest
votes
active
oldest
votes
active
oldest
votes
up vote
5
down vote
accepted
Speculating about the mental health of anyone is one of the surest ways to nuke your credibility both with your management and with us. You are not an expert on mental illness so don't even go there. Because both your management and us will recognize that you are speculating about things you know nothing about and everything you say from this point forward is suspect.
If you have a problem with your colleague's actions and words:
Make a representative list of what he said or did that you believe was egregious, state in what way the egregiousness materially impacted YOUR - not someone else's - ability to perform your duties or your ability to interact with him so that you could perform your duties. Include date, time, location and witnesses for each incident you are reporting. You don't need to make a huge list - let's say, five representative or one-off incidents that illustrutate what you are talking about. Then make an initial appointment with either boss or HR to discuss the issue.
Again, stay away from any mention of mental illness, it's not your call to make nor any of your business. On the other hand, if your colleague is having a meltdown instead of discussing a project with you, then his behavior is concerning.
If you have a point, HR will ultimately have to sort out the personnel issue of your colleague's behavior and decide what to do about him. In fact, that's their job. And they know how to do their job in a way that preserves everyone's confidentiality.
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
suggest improvements |Â
up vote
5
down vote
accepted
Speculating about the mental health of anyone is one of the surest ways to nuke your credibility both with your management and with us. You are not an expert on mental illness so don't even go there. Because both your management and us will recognize that you are speculating about things you know nothing about and everything you say from this point forward is suspect.
If you have a problem with your colleague's actions and words:
Make a representative list of what he said or did that you believe was egregious, state in what way the egregiousness materially impacted YOUR - not someone else's - ability to perform your duties or your ability to interact with him so that you could perform your duties. Include date, time, location and witnesses for each incident you are reporting. You don't need to make a huge list - let's say, five representative or one-off incidents that illustrutate what you are talking about. Then make an initial appointment with either boss or HR to discuss the issue.
Again, stay away from any mention of mental illness, it's not your call to make nor any of your business. On the other hand, if your colleague is having a meltdown instead of discussing a project with you, then his behavior is concerning.
If you have a point, HR will ultimately have to sort out the personnel issue of your colleague's behavior and decide what to do about him. In fact, that's their job. And they know how to do their job in a way that preserves everyone's confidentiality.
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
suggest improvements |Â
up vote
5
down vote
accepted
up vote
5
down vote
accepted
Speculating about the mental health of anyone is one of the surest ways to nuke your credibility both with your management and with us. You are not an expert on mental illness so don't even go there. Because both your management and us will recognize that you are speculating about things you know nothing about and everything you say from this point forward is suspect.
If you have a problem with your colleague's actions and words:
Make a representative list of what he said or did that you believe was egregious, state in what way the egregiousness materially impacted YOUR - not someone else's - ability to perform your duties or your ability to interact with him so that you could perform your duties. Include date, time, location and witnesses for each incident you are reporting. You don't need to make a huge list - let's say, five representative or one-off incidents that illustrutate what you are talking about. Then make an initial appointment with either boss or HR to discuss the issue.
Again, stay away from any mention of mental illness, it's not your call to make nor any of your business. On the other hand, if your colleague is having a meltdown instead of discussing a project with you, then his behavior is concerning.
If you have a point, HR will ultimately have to sort out the personnel issue of your colleague's behavior and decide what to do about him. In fact, that's their job. And they know how to do their job in a way that preserves everyone's confidentiality.
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
Speculating about the mental health of anyone is one of the surest ways to nuke your credibility both with your management and with us. You are not an expert on mental illness so don't even go there. Because both your management and us will recognize that you are speculating about things you know nothing about and everything you say from this point forward is suspect.
If you have a problem with your colleague's actions and words:
Make a representative list of what he said or did that you believe was egregious, state in what way the egregiousness materially impacted YOUR - not someone else's - ability to perform your duties or your ability to interact with him so that you could perform your duties. Include date, time, location and witnesses for each incident you are reporting. You don't need to make a huge list - let's say, five representative or one-off incidents that illustrutate what you are talking about. Then make an initial appointment with either boss or HR to discuss the issue.
Again, stay away from any mention of mental illness, it's not your call to make nor any of your business. On the other hand, if your colleague is having a meltdown instead of discussing a project with you, then his behavior is concerning.
If you have a point, HR will ultimately have to sort out the personnel issue of your colleague's behavior and decide what to do about him. In fact, that's their job. And they know how to do their job in a way that preserves everyone's confidentiality.
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
edited Apr 24 '15 at 17:55
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
answered Apr 24 '15 at 12:06
Vietnhi Phuvan
68.9k7118254
68.9k7118254
suggest improvements |Â
suggest improvements |Â
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1
Do the 'mental problems' affect his work performance, is he still doing a good job? It seems like it may be affecting other people in the office, but without defining 'mental problems' or 'behaves abnormally' it's difficult to offer advice.
– SpaceDog
Apr 24 '15 at 4:43
8
If he's not underperforming in a way that is affecting you, you should stay away from this. I don't think it's recommended to complain to a manager about things that are not affecting you, even less if you are going to say he has "mental problems". Keep your relationship strictly professional if he can't have a nice, polite conversation. If he's unable to do that, you should then inform your manager about him not being cooperative, not "being mental ill".
– Areks
Apr 24 '15 at 4:56
4
You should steer clear of diagnosing a cloleagues state of mind. If you wish to discuss issues with a manager stick to facts about actual things they have done.
– Dave
Apr 24 '15 at 9:07
1
If there is an issue with your friend's performance at work, I'm sure your managers would have already realised it. And unless he is doing something illegal then I can't see what you actually have to tell. I would suggest leaving it alone.
– Jane S♦
Apr 24 '15 at 9:55
If the employee is having issues, management may already be aware - in which case it's nobody's business. Additionally, if you're suggesting someone with an unpredictable and aggressive behavior, I'd not poke the bear on that one.
– Raystafarian
Apr 24 '15 at 11:59