You know the type, right?
We’ve all got one in the office—that colleague who believes the rules don’t apply to them and they should be given special treatment.
That coworker who is full of excuses, the first to point fingers at others, and never takes responsibility for their actions.
Annoying.
And that’s why I’ve come up with this guide to help you… well, survive.
Recognize the signs
I’ve just named some of those recognizable signs for you right in the intro.
And if I may add—such entitled people always expect praise and rewards just for showing their faces.
They are also peeps with an inflated sense of self-importance, may even demand rewards before proving themselves, take extra time off whenever they want, or expect you to pick up the slack for them.
The entitled mindset can negatively impact team dynamics and productivity if left unchecked.
And that’s why you’ve got to…
Address the issue directly and privately
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If you have an entitled coworker, the only way to deal with the situation is to address it directly.
Pull them aside for a private conversation, just the two of you.
Here are some conversation tips:
- “I’ve noticed you seem to expect a special treatment that the rest of us don’t receive. I wanted to check if there’s a misunderstanding I’m unaware of.”
- Explain specifically what behaviors are problematic and how they impact you and your teammates. For example, “When you refuse to take on basic tasks and insist that you’re capable of more, it means the rest of us have to pick up the slack.”
- Share how their entitlement makes you and others feel. Say, “To be honest, your attitude comes across as disrespectful and hurts team morale.”
- Be professional but firm, and don’t attack or make accusations. Focus on facts and your personal experience. Say, “I want us to have a constructive working relationship, but that won’t be possible unless we address this issue.”
Set clear expectations
To avoid entitlement issues on your team, establish clear expectations for everyone starting from day one.
- Onboarding
When new hires report for work, this is an apt time to explain the team/company’s culture, values, and work standards. Be straightforward about goals, job requirements, and performance metrics. Document everything in black and white so everyone’s on the same page.
- Have regular check-ins
Onboarding done right? Well done. But it’s not the end. Check-in regularly and discuss what’s going well and not so well. Provide constructive feedback and specific examples of how team members can improve. These ongoing conversations reinforce priorities and accountability. More on that in a bit.
- Lead by example
When it comes to discipline, model the kind of behavior you want to see. Come prepared for meetings and meet your deadlines and targets. Your team members will follow your lead. If you make excuses or point fingers when things go wrong, you can’t expect others not to do the same. So practice what you preach, please.
Provide regular feedback
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- Schedule regular one-ones
Meet with that entitled team member regularly, whether weekly or biweekly. These one-on-one meetings are opportunities to provide feedback, clarify expectations, and address any issues. Come prepared with specific examples of their work and behavior. Explain how their actions impacted you, the team, clients, or company goals.
- Give feedback there and then
If you notice an issue, address it promptly and privately. Pull them aside and have a quick chat about what you observed and how it could have been handled better. Give them a chance to respond and discuss. On-the-spot feedback is most effective since everything’s still fresh and open for immediate change in behavior or thinking.
- Praise when praise is due
While feedback is essential, positive reinforcement also helps when they meet or exceed expectations. Praise them for their contributions and specific achievements. Show your appreciation and let them know you notice their efforts. Positivity and recognition can help motivate entitled individuals and make them more receptive to constructive criticism. They may come to value your feedback more if you balance it well.
Don’t give in to manipulation or emotional outbursts
And last but not least, stand firm in the face of manipulation or emotional displays.
Stay calm and composed. Do not engage or argue. Respond in a courteous, professional manner. Do not yell or insult them in return.
I wouldn’t suggest that you give in to their demands or requests just to “keep the peace.” This will only enforce their behavior and cause more issues down the road.
If necessary, get help from the management. Do not deal with harassment, bullying, or hostility on your own. Report the issues to HR or the head of your department and ask for assistance in addressing the problem.
You are there to do your job, not manage their emotions. So do not let their manipulation or outbursts derail you from your priorities and responsibilities.
So there you have it, a few survival tips to help you deal with that entitled coworker on your team. You have a job to do, and you’re not going to let their entitlement get in the way of that. Stay professional, focus on the work, and remember that their attitude says more about them than it does about you. With the right mindset, you can rise above their nonsense and not let that entitled team member get the better of you.
