You know the type: He or she is gossipy, passive aggressive and always looking to stir up trouble. That’s right: It’s the office drama queen — and there’s one in every office. There is no way to avoid the simple fact that when different personalities join in the workplace, invariably drama will follow. Some people just seem to have a knack for creating an unsettled atmosphere, by instigating or building on quarrels or disagreements within an office or work setting. Invariably, others become drawn into the fray by offering advice, or simply defending themselves. Over the years, I’ve witnessed many valuable employees leave companies simply because the atmosphere had become toxic. As a strategic leader or manager, the last thing you want to see are key individuals exiting your organization while leaving behind those who continue to create an unhealthy environment.
Both of these types of queens are seeking recognition and attention yet they go about it in very different ways. The Queen bee uses his/her knowledge and power to bend the rules and get their way. Instead of whining, this bee is more of a bully. Often he/she is very skilled, knows the office politics and has built strategic relationships so that he/she can overrule the one who is supposed to be in charge. The office drama queen is the high-maintenance individual that stresses over every problem and needs management’s constant supervision.
Just identifying the office drama queen or the particular type won’t do you any good if you don’t know how to effectively deal with that personality.
Here are a few tips for dealing with the office drama queen.
Clarify the Roles and Responsibilities.
If the office drama queen is doing things they are not supposed to, hold a team meeting and clarify the roles. Employees should know that managers have backing from top executives for dealing with someone stepping outside of boundaries. Give examples so the team is clear on what consequences will result if due process is not followed. Have employees sign and date a document confirming they understand rules and expectations.
Get Support from the top.
Managers that have office drama queens that undermine authority must be willing to talk to their boss and receive support. Upper management needs to be aware and open to hearing how the queen’s problem contributes to lost revenue and the deterioration of team moral.
Initiate a difficult conversation.
When initiating the conversation with your employees, make sure your mindset is in the right place. Create an intention to replace drama with harmony and to help everyone grow. Be ready to take responsibility for the part you played before asking for new behavior. For example, ‘I let this slide for far too long, and now this has become a customer service issue, or a team moral issue’
Discipline The office Drama Queen Appropriately.
If you’ve addressed the situation, and held the difficult conversation, most likely one of two things will happen: you will either have eliminated the drama, or you will be tested. If you are tested, you cannot afford to ignore the situation. If the discipline includes termination, good record keeping of attempts to help the employee grow will come in handy.
Offer Personal Training.
One method for dealing with office drama queens is to offer personal training. If a manager believes that the employee is worth keeping, help the employee with their stress-coping skills. Teach the employee how to utilize office systems to troubleshoot problems. Take them under your wing and show by example how to handle tough situations without falling apart.
Drama in the office negatively affects productivity, creativity and morale. Decreasing or, better yet, eliminating the tensions caused by high maintenance individuals is essential to having an office that is not only productive, but also pleasant.
Of course this could all be a moot point if you go remote and never have an office at all. Outsourcing your HR would also reduce your onsite head count and the possibility of an Office Drama Queen. See some options to do so here.
