You may have a coworker who has developed a negative reputation and is unaware.

Consider being the one to inform them, but only if your motives are productive and caring.

The approach described here involves sensitivity, transparency, and focus on specifics rather than labels.

Do you have a colleague who has an undesirable reputation among your coworkers? If so, do they know about it? If not, should you tell them?

A negative reputation might involve a hygiene issue, such as body odor or chronic bad breath. It might involve an annoying habit, such as cutting people off in conversations or talking incessantly about a particular topic. Or the coworker might be known for more problematic reasons, such as chronic lateness, unreliability, or not pulling their weight on the team.

Why would you decide to tell them? To vent your frustration or anger is not a good reason. Yes, it would “inform” them, but under those conditions it is easy for them to attribute your revelation to your strong feelings, and thus not consider it valid. In the process, you create (or worsen) a strained relationship with someone that you will be seeing repeatedly.

What is an appropriate reason? To provide the necessary information that allows them to do something about their negative reputation. If someone is unaware of how they are seen by others, there’s little chance for change. It’s fair to ask, “Why should I be the one to initiate this difficult........

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