You’ve had it. You’ve tried being patient. You’ve tried reasoning with your colleague, but they just won’t admit they’re wrong. What do you do now?
While it can be challenging, stay professional. Don’t let your emotions get the better of you, and don’t stoop to their level. Here are a few tips on how to handle the situation.
Understanding the situation
It can be frustrating when someone you work with won’t admit they’re wrong. Maybe they’re defensive and always have to be right, or maybe they just don’t want to take responsibility for their actions.
But whatever the reason, it can be tough to get anywhere when they’re not willing to listen. You might feel like you’re constantly banging your head against a wall, but don’t give up! There are a few things you can do to try and get your colleague to open up and admit their mistakes.
First, try to understand why they’re finding it so hard to admit they’re wrong. Maybe they’re afraid of looking bad in front of their peers, or maybe they just don’t want to be seen as incompetent. Once you understand where they’re coming from, you can start to build a case for why admitting their mistake is the right course of action.
Then, ask them how they would like to fix the situation. This shows that you’re willing to work with them, and it also takes the pressure off of them. Finally, stay calm and persistent. It might take a while, but eventually, your colleague will see that admitting their mistake is apt for everyone involved.
How to have a conversation
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So you’ve tried to talk to them, but they just won’t listen. Or worse, they act like they don’t know what you’re talking about. It’s infuriating, right?
Well, there’s a way to have a conversation with this colleague, and it starts with assuming that they’re not trying to be difficult. The next time they do something that bothers you, wait until they’ve finished what they’re doing and then approach them.
Calmly say “I need to talk to you about something.” They may be taken aback at first, but give them a moment to collect themselves. Then, start by describing the situation and how it made you feel. Use “I” statements as much as possible.
Next, ask them for their point of view. Be prepared for them to give you a runaround at first, but ultimately, they will give you an answer. Once you have their answer, express your opinion and see if they’re willing to listen. If not, well, at least you tried.
When to involve your HR manager
If you’ve tried to talk to your colleague about the issue but they just won’t listen, it’s time to involve your HR manager. Remember to stay as calm and factual as possible in your report. After all, you don’t want your manager to think that you’re the one with the problem.
Here are a few points you can make:
- Explain the situation and how it’s been affecting your work
- Point out that your colleague is refusing to admit they’re wrong
- Say that you’ve tried talking to them a few times but it’s not working
- Suggest a formal meeting with your HR manager so they can help resolve the situation
Your manager will likely want to talk to your colleague privately, to get their side of the story. They may also try to mediate between the two of you. If your colleague still won’t admit they’re wrong, leave it to your manager to take any disciplinary action.
Next steps after speaking with your HR manager
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So you’ve talked to your manager about the situation, and they’ve agreed to speak with your colleague first before setting up a meeting. Great! But is there anything you can do in the meantime?
Well, here are a few suggestions:
- Stay professional. Even though it’s frustrating, it’s crucial that you maintain a respectful relationship with your colleague. This means no yelling, no sabotage, and no name-calling.
- Continue to document everything. Keep a record of all the times your colleague has made a major mistake, as well as the times they’ve refused to admit they were wrong. This will help your manager build a case against them.
- Speak up if they continue to make mistakes. If your colleague continues to make the same blunders after your manager has talked to them, voice out. Let them know that you’re keeping track of everything and that their behavior is inappropriate.
It can be incredibly frustrating when one of your colleagues won’t admit they’re wrong. Not only are they refusing to own up to their actions, but they’re also preventing the team from moving forward. In this post, we’ve looked at the steps you can take to resolve the issue. Give it a try and see if it works for you.