Passive-Aggressive Employees: Yep, We’ve All Been There
Over the years, I’ve encountered my fair share of passive-aggressive employees. If you’ve worked in any type of team environment—especially one as fast-paced and high-stress as a dental office—you’ve likely met them, too.
At first glance, they may seem polite and cooperative, but just beneath the surface is a mix of sarcasm, subtle resistance, and attitude. It’s that kind of behavior that’s hard to pinpoint but easy to feel.
Passive-aggressive behavior, by definition, is a form of indirect resistance. Rather than expressing concerns directly, individuals use avoidance, sarcasm, and veiled comments to push back against authority or decisions.
In a dental practice where everyone is juggling responsibilities, patient care, and constant schedule changes, this kind of behavior doesn’t just impact morale—it disrupts the entire workflow. It often shows up in ways that might seem minor on the surface, but over time, they chip away at team trust and productivity.
Fake Politeness
One of the most common signs of passive-aggressive behavior is fake politeness. This usually sounds like someone agreeing to do a task but with a heavy sigh, tight smile, or extra emphasis that suggests anything but enthusiasm. For example, you might hear, “Sure, I’ll do it… again,” or “Of course I’ll clean the suction lines… like always.”
On the surface, these words seem agreeable, but the delivery carries a clear undertone of resentment. Over time, these remarks create a toxic atmosphere where people feel unappreciated or unfairly burdened—even if they aren’t directly involved in the exchange. When employees start keeping score instead of collaborating, it’s a red flag for team health.
Withholding Information
Another tactic is withholding information, which can be especially damaging in a clinical setting. This might include failing to relay a patient message or not informing a coworker about an important update, only to later say, “Oh, I thought you knew.”
This behavior is often disguised as forgetfulness but is rooted in control or frustration. Sometimes, it’s even more blatant, like walking away mid-conversation or refusing eye contact.
These passive forms of dismissal send a strong message of disrespect and erode professional communication. In a setting where details matter—both for patient safety and team coordination—this kind of behavior is more than frustrating; it’s dangerous.
Sarcasm Disguised as Humor
Sarcasm is another classic move. It can be easy to overlook because it’s often masked as humor. However, when someone says, “Why don’t we just squeeze in three more patients in that 10-minute window? What could go wrong?” they’re not joking—they’re expressing real frustration in a not-so-subtle way. Or they’ll quip, “No stress—I only skipped lunch to fix your mess!” These comments might get a laugh or two, but they also serve to shame or criticize teammates indirectly.
When sarcasm becomes the default communication style, it creates an environment where honesty and trust can’t thrive. People start withholding their own feedback or walking on eggshells to avoid being the next target.
Nonverbal Drama
Passive-aggressive behavior isn’t always verbal. Nonverbal drama can speak just as loudly, if not louder. Eye rolls during team meetings, heavy sighs when tasks are assigned, slamming drawers, or aggressive typing are all subtle ways of expressing discontent without saying a word. Another common one is crossing arms and leaning back in meetings in a way that clearly says, “I don’t want to be here.”
These behaviors might not break any official rules, but they absolutely impact team dynamics. They convey resistance and undermine leadership, all while giving the person plausible deniability. It’s hard to hold someone accountable for a sigh—but over time, the message is clear.
What Actually Helps
So, how do you deal with it?
One of the most effective approaches is to be specific and direct. If one person is creating tension, addressing the entire team with a general comment won’t work. The person causing the problem usually doesn’t think you’re talking about them. That’s why it’s important to pull them aside privately and address the behavior directly.
For example: “Hey, I noticed during the huddle you rolled your eyes when we talked about scheduling. Can you help me understand what’s going on?” This approach is non-confrontational, but it invites honest dialogue. The goal isn’t to shame the person—it’s to understand what’s fueling the behavior and create a space for solutions.
Always correct in private. Calling someone out in front of the team only adds to the tension and leads to embarrassment and more passive resistance.
If the whole team seems off, initiate an open conversation: “I’ve noticed some tension. Do you have any idea where it might be coming from?” You’ll be surprised how often people open up when given the chance.
Additionally, many passive-aggressive behaviors stem from unclear expectations. When people don’t understand what’s expected or feel like they’re being corrected without being taught the standards, they can quickly become defensive. And defensiveness often turns into snarkiness.
That’s why it’s critical to set clear expectations and revisit them regularly. Don’t assume people remember every protocol or update. Make it a habit to schedule regular one-on-ones, team huddles, and check-ins. And always check your own communication, too.
We all unintentionally send mixed messages at times, especially under stress. Clear, consistent, and compassionate leadership makes a difference in how the team responds.
From Tension to Teamwork
Passive-aggressive behavior may seem subtle, but its impact on team morale, efficiency, and communication is anything but. Recognizing the signs—whether it’s sarcastic remarks, fake politeness, or silent protests—is the first step toward addressing it. More importantly, leaders must commit to creating a culture of transparency and accountability.
By setting clear expectations, fostering open communication, and addressing issues privately and respectfully, you can turn tension into teamwork. It’s not about calling people out—it’s about calling them in, helping them feel heard, and building a stronger, healthier work environment. In the end, a little clarity and compassion go a long way.
About the Author
Lauren Watt, MAADOM
I am a proud single mother to a spirited 3-year-old girl and the oldest of five siblings—so multitasking and leadership have always been part of my life! I started my dental career in 2018 at a prosthodontist’s office, and I’ve been passionate about helping people smile ever since. Dentistry has been more than a job for me—it’s a way to connect, care, and keep learning every day.
