Behavioural scientist Dr Robert Bramson identified seven key personality types who create stress for those around them. Identifying the style of our tormentors can help us find coping strategies to reduce the stress they cause us.

KNOW-IT-ALL EXPERTS: These can be divided into two types: those who might actually know what they are talking about; and those who consider themselves experts on the basis of very little information, but present it with such authority that it’s difficult not to feel overwhelmed by them. Respond to the facts, which can be checked, and not how you feel about the person, which helps depersonalise the situation.

SUPER-AGREEABLES: They come across as good-humoured and willing, but never deliver. They are exasperating because they agree to everything in an effort to be liked, but constantly let you down. Agree any workload within a timeframe and confirm briefly with colleagues by email so it’s clear and well-documented.

INDECISIVE STALLERS: One of the most stress-inducing types, especially if you are dependent on their decision-making in order to get your own work done. Apply the approach for super-agreeables which can work well here, too.

PESSIMISTS: No matter what you say or how you present it, they always respond negatively, and often with such conviction that it’s difficult not to get hooked into their negative agenda. Depersonalise this work relationship by focusing on facts while remaining consistent in seeing challenges as opportunities.

SILENT UNRESPONSIVES: This type purposefully use silence to negatively control situations, undermining others. It can be a form of passive aggression or a spiteful refusal to co-operate. Again, a similar approach to super-agreeables can work here.

HOSTILE AGGRESSIVES: These are the office bullies. They aim to get their own way by being hostile and using ridicule or sarcasm. Their criticism tends to be personal and they induce stress by confusing, frustrating or frightening you. If you feel bullied, make a note of date, time and event, and escalate any fact-based concerns to your manager.

COMPLAINERS: They indulge in constant whining while refusing to take steps to change the things they are complaining about. This can be super-stressful because they suck you in while ignoring helpful suggestions and wasting your time. It’s also helpful to review our own workplace behaviours and reactions and consider how we might cause stress to those around us. None of us is infallible, but given how much time we spend at work, we owe it to each other to facilitate each other’s – and our own – best use of time. Actively trying to reduce secondhand stress in the workplace helps us all work more effectively.

From Burnout to Balance, Harriet Griffey, Hardie Grant, published on October 29; £12.99stg.