How To Deal With A Loud Coworker In 15 Ways

A loud coworker can have severe ramifications for your work environment. In some cases, a noisy coworker can cause stress and anxiety for those around  them.

Here are some ways to deal with a loud coworker. Take these measures to save yourself from getting deaf (at a young age).

Talking to someone about this is much more effective than telling them they are loud.

Be sure that when you speak to your coworker, you show empathy for the situation by saying things like, “I know how bad it can be.”

It will make them take your concerns and consider changing their volume levels. Don’t push the subject if someone says “no” after this conversation.

Bringing it up again may annoy them and cause conflict rather than solving the problem at hand.

You may want to speak with your loud coworker before escalating the situation. You can tell them that their volume might bother you and others trying to work in the office.

Should they not change their behavior after warning, then let them know that it is a problem. If it continues, take action.

Letting someone know what’s wrong gives them a chance to stop what they’re doing. This way, they won’t feel bad or embarrassed about it.

If all other attempts fail, use the speakerphone. It allows you to continue listening to your music or videos without the loud talker.

You can even go into their office and have a conversation with them. Do so if they are distracting because of the low noise level in their office.

Make sure that you remember that being too loud is not always intentional.

It could be a possible disability issue. If this is an ongoing problem, check if your coworker is struggling with ADHD or autism. Someone might not control themselves because of certain stimuli around them.

If all else fails, talk to HR. It is not a preferred method. They usually involve more talking and waiting than actually solving the problem.

If nothing else works and you can’t function in your environment because of this person, then take it to HR. Managers and supervisors should do the dirty work than for employees.

Avoid the loud coworker altogether if they continue their behaviors despite many warnings.

If this coworker cannot be reasoned with or follow the rules by management, remove yourself from their presence. It is necessary to do your job well.

Be sure that you talk to the loud coworker when best for them and others around them. You don’t want to humiliate somebody if they made no change in their behavior.

Even if they’re arrogant about being too loud, keep the conversation going. Let them understand what’s wrong and how something can be done about it.

The entire situation may have been a complete misunderstanding on their part. Try to involve them as much as possible when solving this problem.

If you are uncomfortable talking to someone in person, try email. It will allow you to write your concerns down.

You can send them off without worrying about the other person interrupting. Use short, concise sentences with no room for misinterpretation.

You don’t want to seem like you’re attacking the coworker. Giving them information on how others feel about their volume levels can be wonders.

It is best if they are approachable and willing to listen. You can both sit down with a supervisor (e.g., HR) and explain what’s wrong.

If they have trouble being quiet around certain people but not others, ask them to take the meeting alone.

If this is not an option, you may also go into the meeting with them to explain how their volume affects your work.

Let them know politely that it is the law to maintain a certain level of quiet at all times. It is for people around them to be able to do their jobs.

Point out passages within the Employee Handbook if necessary. Also, show examples to back up your argument.

You can use anything like local noise ordinances. Show supposed “rules” set forth by management as evidence against their noise habits.

Point out how it could affect their job if they continue breaking company rules.

If there is a specific time of day or event that causes this person to be loud, try to pinpoint the exact source.

Let them know what bothers you and ask if they can change their behaviors during these periods. For example, they buy a new sandwich from a local deli each Wednesday at lunch.

It makes a lot of crinkling noise when unwrapped. If this is the case, let them know how you feel about it and ask if they can bring in something else instead.

You may also send an email about this. In this way, it’s documented for everyone involved, like management.

If you are part of a unionized workforce, then be sure to contact your Union Representative. They will help mediate the situation and talk to the loud coworker on your behalf.

The Union Representative can also go into conversations with management about this issue. Thus, everyone is working together to find a solution.

It’s best to attempt all other options before contacting a third party for help. You could have the problem solved in no time without involving anybody else at all!

Try these tips before seeking outside help because nine times out of 10, they will fix the problem for you!

Having a loud coworker can be very stressful for those around them. Moreover:

– It causes you to have a headache. It can also disrupt your ability to focus on the task at hand. Eventually, it affects the quality of your work output as a whole.

– Loud noises can reduce one’s ability to focus and concentrate. It is essential when performing tasks that need detailed attention for a longer time.

It is why noise levels should always be kept at an appropriate level. This way, coworkers don’t feel like they are being overworked to wish no longer to come into work.

Many people believe that those who behave this way want attention from others. However, there are many other reasons why someone may be loud in the workplace.

For example, if they have a hearing disability or can’t hear very well out of one ear for whatever reason.

Thus, your coworker will need to compensate by being louder than everybody else.