Working with “serial complainers”: a dual perspective

Have you ever worked with someone who seems to find fault in everything - tasks, colleagues, office environment, and even the coffee? Occasional venting can be cathartic but constant negativity can be draining.

There’s many reasons why people will complain persistently. In some cases, it is a way to seek validation or attention. In others, it could be related to the frustration of feeling unheard.

When you’re managing a serial complainer:

• Create an open dialogue: Initiate a one-on-one conversation. Express that, while you value their perspective, the constant complaints can be detrimental to the team’s spirit. Ask open-ended questions to understand if there are deeper issues at play.

• Set clear expectations: Ensure that your team is aware of the difference between constructive feedback and pointless complaining. Encourage them to also come with solutions rather than just problems.

• Provide feedback channels: Make sure your team has formal or semi-formal avenues to voice their concerns.

When the serial complainer is your peer:

• Avoid the negativity trap: It can be easy to get sucked into the cycle of complaints. Where possible, stay neutral and avoid adding fuel to fire.

• Set boundaries: Politely remind that, while willing to listen to them occasionally, you are not in a position to change the things they complain about. Direct them to their manager or HR to discuss their grievances.

• Offering a different perspective: If you have one, don’t shy away from offering it. Sometimes they are just stuck in a loop of negativity.

• Seek support: If the complaints are affecting your work and well-being, consider discussing this issue with your manager.

Everyone has their way of processing workplace stress and challenges. While it’s essential to be empathetic and understanding, protecting your peace and team’s morale is crucial.