Cutting in, taking opposing positions, behaving disrespectfully, not listening, rolling their eyes, or even passing on their own tasks. These are characteristics of dominant employees. However, not every dominant employee is necessarily a problem. Dominance can show strength and is not fundamentally a bad thing. Many also just show commitment in their own way. This may be exhausting for both employer and employee, but beneficial for the common endeavor. 

When it comes to dominance, it is critical to separate employees who are demanding in a good way from those who are disruptive in a negative way. Dealing with them in the right way is often the key - the following tips for employers and employees will help in dealing with dominant employees.

What employers should consider when dealing with dominant employees  

For employers, dealing with several types of employees is not always easy. In the case of dominant employees, it is important not to approach the employee directly with a raised index finger and reprimand him in front of the whole team.  

The manager should first do some thinking, to find out whether the employee's behavior is really a problem. The employer's personal opinion should be questioned by the employee himself and it should be clearly communicated what may be disturbing about the employee's behavior, when it is disturbing and whether he or she is following the general workplace rules.  

If the employee merely likes to take the opposite position - even against their management - this behavior does not have to be problematic. It can even be beneficial because counter-positions cast a different light on diverse topics that might not be discussed in the group. In this case, one should be thankful to have a committed employee who wants to protect and promote the project in the best way possible. These employees may be demanding but are by no means actively problematic.  

If an employee is difficult and dominant in a negative sense, their direct manager should take a confident and professional position in a face-to-face meeting. The manager should make his or her personal impression of the situation clear and underline this with feedback they’ve received from others. It is important to make it clear to the employee that his commitment, opinion, and arguments are valued, and ask him to continue to take decisive counter-positions. Once there is a decision, the employee should not question this any further. 

How colleagues should deal with dominant employees 

In the event of disagreements between colleagues, it does not always make sense to go directly to management. A potentially dominant employee should be given a fair chance to improve before speaking to others or management about them.  

Teamwork is not always easy with dominant colleagues. Especially when colleagues act as bosses, they cause resentment and perhaps even a negative work climate. Power struggles in a group inevitably lead to problems that upset well-rehearsed processes. In group dynamics, harmonious interaction is not possible. 

More and more, colleagues may react with intuitive rejection or by not letting on that the behavior of the colleague is disturbing. Alternatively, there are of course possibilities to take action against dominant employees.

Tips for dealing with dominant colleagues 

In a private conversation, it can be made clear to the dominant colleague that he is not authorized to give instructions. In private they likely will not have the feeling they need to prove themselves. Through a personal one-on-one and the first-person impressions, the conversation keeps a private character. It is important to react correctly to criticism and resistance that may come as a counter from the dominant colleague. In this case, it is useful to make clear that the fulfillment of the task is also important to you, but that you are already fully occupied by the tasks of the management. This indirectly clarifies the position of the dominant colleague. If direct confrontation with the dominant colleague seems too daring, it is worthwhile to look for an ally in the group who can support you in a conversation. Together, the conversation should be structured in such a way that the dominant employee does not feel pressured or attacked. The criticism should be made clear in a constructive manner. Together, the conversation can lead to a solution and compromise. 

When should the employer be involved? 

If employees are actively suffering from the behavior of dominant colleagues, the team leader should be called in. Involving the employer should only be considered when the working atmosphere is actively damaged, the employee's behavior has not improved over a longer period or has even worsened. The employer can then - if all else fails - ensure that the situation is rectified, and harmony is restored in the team.