Anonymous wrote:We need some examples. Are you sure they are arguing against you or arguing merits, pros, cons? I would love more analytical thinkers in my workplace. The people with the most (civil) disagreements are the most intelligent and get the most done the right way.

Yes, the power of dissent! The best leaders I’ve worked with, have embraced dissenters wholeheartedly. That doesn’t mean you can’t set boundaries on when/how things are expressed -you can- but dissenters are often highly invested and you can use that for good.

We need some examples. Are you sure they are arguing against you or arguing merits, pros, cons? I would love more analytical thinkers in my workplace. The people with the most (civil) disagreements are the most intelligent and get the most done the right way.

If you are the same level then there’s not a lot you can do. I guess you could try talking to them about the behavior but they’ll probably just argue with you about it. Mostly just disengage and don’t be on the same projects with the person.

Trust me that they cannot be trained.

This sounds so annoying and exhausting. How old are they?

Going through this now too. It’s maddening.

I try to ignore it. I assume they aren’t doing it to be malicious, they just can’t stop themselves from needing control.

I have a child like this. They have a spirited personality but has grown to not argue automatically.

What I did was neutrally describe to them how their behavior is rude, and neutrally point out their flaws in argument. Not sure if this can apply to the workplace however.

Anonymous wrote:Take them to lunch on your dime, compliment them on what they do well, then tell them the arguing is going to be a career killer and you're sure they're not aware of how much they do it. Then drop the topic and see h9w they handle it until mid-year reviews.

What is viewed as argumentative can even be a bit regional or corporate culture specific.

Yes, op should define “argumentative” a bit.

Take them to lunch on your dime, compliment them on what they do well, then tell them the arguing is going to be a career killer and you're sure they're not aware of how much they do it. Then drop the topic and see h9w they handle it until mid-year reviews.

What is viewed as argumentative can even be a bit regional or corporate culture specific.

It really depends. I like to help people channel it in a productive way if I can.

Walk away.
Something wrong in the head. They can't control it.

Anonymous wrote:This person is the same level but is new and the calls they make are often incorrect, just due to a lack of experience. They are worth training and will pick it up but the constant arguing is really draining.

If you dealt with this, how did you get it to stop?

Fire them
Walk away
My way or the highway
Ignore or laugh

Also consider, it might be you that's wrong, not them.

I feel your pain, OP, as I am married to a person like this. Although I must say that he IS often correct, he just never. stops. arguing his point.

His team at work did one of those personality-type assessments and my DH came home extremely upset. His report identified his traits correctly and it stated his arguing nature could be difficult to work with, even if he was correct. His coworkers agreed with this.

When I read his report, it was spot-on to his personality and how argumentative he can be.

Don't know if/how it helps your situation but it certainly validated my perspective that my DH has an argumentative nature and can't seem to control it.

Can you transmit the feedback in writing and note that you require the trainee to adhere to what you're saying? I wouldn't waste my time arguing with a newbie who argues for the sake of arguing.

Just give them a written warning, and then fire them if they're that much of a headache.

I don't engage.

This person is the same level but is new and the calls they make are often incorrect, just due to a lack of experience. They are worth training and will pick it up but the constant arguing is really draining.

If you dealt with this, how did you get it to stop?