It may be time to transfer one and see if the behavior of the other changes. If these were two third graders my wife would separate their desks and remind them of further consequences.

I agree with the commenter above, that indeed if “70% of American’s hate their job”, it’s very likely that it’s “management” that needs to change as much as it is the direct report. My observation is that a Management “training program” very likely does not include the “how-tos” concerning building a positive work culture, where employees can’t wait to “get to work” that day. Of course, it depends on the industry…. companies like Google or AT&T may be “advanced work cultures” that have learned how to tap into their workforce to gain the very best from its human resources… but if America is made up of mostly “small businesses”, I’d say a manager is focused on the bottom line and operations, not if its employees are “happy” at work. Industries such as food service and retail I’d say are the worst culprits in creating a positive work environment where employees “can’t wait to get to work” because they “love their boss”. Most Americans “work” because they have to put food on the table, but do not like their jobs, or their bosses all that much. Personality clashes exist not only between coworkers, but also management and direct reports. But I say until the employee (or the boss / manager) can make their way into their dream job / career field, there are ways the two sides can learn to be productive together, to make 1/3 of their “lives” much more productive, pleasant, and positive.

Great article! Any thoughts on how to deal with this when the Mitigating Harm needs to happen in the other direction? When the supervisor/manager is the troublemaker (or when it is ingrained into the corporate culture after years of acceptance as ‘status quo’?