Managing a quirky colleague's interactions with outsiders

Published in Humor and Quirks on Wednesday, August 27th 2025 at 10:12 GMT by Seattle Times
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How to Co‑Work With a Quirky Colleague Without Losing Your Sanity

In any modern office, the most memorable personalities are often those who break the mold. Whether they wear mismatched socks, speak in riddles, or schedule meetings at 2 a.m. to “match the cosmic rhythm,” quirky colleagues can inject creativity and humor into the day. Yet their unconventional habits can also create friction with coworkers and, more critically, with outsiders—clients, vendors, and partners who expect the standard of professionalism from everyone in the organization. The Seattle Times’ recent feature, “Managing a Quirky Colleague: Interactions With Outsiders,” dives into why these personalities matter, how they influence stakeholder perception, and practical strategies for turning potential friction into an asset.

Why Quirky Behaviors Matter

The article opens by noting that, although workplace policies often focus on productivity metrics and compliance, the human element remains the most unpredictable variable. A quirky coworker might have a habit of writing emails in a playful tone, posting memes during status updates, or preferring handwritten notes over email. While these quirks can brighten office morale, they also risk alienating external partners who may interpret such conduct as unprofessional or unreliable.

The Times’ author, drawing on research from the Journal of Business and Psychology, cites a 2022 study that found 63 % of employees who regularly interact with external stakeholders perceive quirky colleagues as “a risk factor” for client satisfaction. The article emphasizes that the perception is often more important than the actual behavior—an outsider may judge the company’s seriousness based on the colleague they encounter first.

Common Quirky Traits and Their Implications

The feature lists several personality traits that frequently surface in the workplace:

Unconventional Communication
- Example: A colleague who uses emoji‑rich language in email threads that include external partners.
- Impact: May come across as informal or unprofessional, especially in cultures that value formal written communication.
Non‑Standard Working Hours
- Example: Someone who prefers to work late into the night, often missing the typical “office hours” window.
- Impact: Can create scheduling conflicts for joint projects with clients whose business hours are standard.
Eccentric Dress Code
- Example: Brightly colored jackets or unconventional accessories.
- Impact: In face‑to‑face meetings, it can signal a lack of seriousness or attention to detail.
Creative Problem‑Solving
- Example: Proposing outlandish solutions that may not fit within regulatory constraints.
- Impact: While innovative, it can jeopardize compliance with external partners’ protocols.

The article stresses that the presence of these traits doesn’t necessarily undermine a colleague’s value. In fact, many quirky individuals are key drivers of innovation. The challenge lies in managing the perception gaps that arise when they interact with the “outside world.”

Strategies for Internal Teams

To preserve internal cohesion while still leveraging a colleague’s creative spark, the Times recommends several tactics:

Set Clear Role Boundaries
The article quotes HR specialist Laura Nguyen, who advocates for explicit role delineation. “Let the quirky colleague know who the official point of contact is for external clients,” she advises. This keeps external interactions streamlined, while the internal team can enjoy the quirky colleague’s contributions in appropriate settings.
Use “Soft” Filters for External Communication
Create templates for external emails and presentations that the quirky colleague can adapt. By limiting the creative input to certain sections—e.g., the creative brief—others can maintain consistency. The article cites a case study from a Seattle-based design firm where a “creative liaison” used a standardized email template to keep tone professional.
Leverage Their Strengths in Internal Settings
The Times points out that quirky colleagues often excel in brainstorming and team‑building activities. Assign them to internal innovation workshops or social committees. This preserves their energy and ensures they are not overused in client‑facing roles that require strict protocol.

Preparing for Interactions with Outsiders

The bulk of the article focuses on three key steps that teams can take before a quirky colleague is introduced to an external stakeholder:

Pre‑Meeting Briefing
Every team member who will meet the outsider should receive a briefing that includes an overview of the quirky colleague’s role, communication style, and potential pitfalls. The Times notes that one company introduced a “quick‑reference sheet” that highlighted the quirky colleague’s strengths and “red flags” for client meetings. This sheet was shared in pre‑meeting Slack channels, helping the team anticipate and manage possible misunderstandings.
Role‑Playing
A surprising recommendation from the article is the use of role‑playing scenarios. By simulating a client call, the team can practice how to redirect the conversation if the quirky colleague veers into informal territory. HR consultant Daniel Perez, cited in the article, says, “The more you practice, the less the nervousness.” He also points to an online resource—“SimuConnect,” a platform that allows virtual role‑play with AI‑generated clients—to practice in a low‑stakes environment.
Co‑Authored Communication Guidelines
The feature encourages writing “communication guidelines” that both the quirky colleague and the external stakeholder agree to. This includes acceptable emoji usage, email tone, and response times. By making these guidelines explicit, the article demonstrates that quirks do not automatically equate to professionalism issues—rather, they can be managed through structure.

When to Escalate

Even with the best preparation, a quirky colleague can occasionally cross a line. The Seattle Times offers a clear escalation pathway:

Internal Report: If a colleague’s behavior undermines the team’s workflow or reputation, the first step is to bring the issue to a manager or HR representative.
Conflict Resolution Workshop: For persistent issues, the article recommends a facilitated workshop that includes the quirky colleague, the affected team, and a neutral facilitator.
Contractual Clarity: In some cases, the article suggests revising contracts or partnership agreements to define acceptable communication standards. This is especially relevant for contractors who are not full‑time employees.

The article concludes that managing quirky colleagues is less about curbing personality and more about establishing expectations, boundaries, and support structures. When teams do so effectively, quirky colleagues become not just a challenge but a source of differentiation—an asset that external partners notice and appreciate when communicated correctly.

Take‑Away Tips

Tip	Why It Works	How to Implement
Define clear roles	Keeps external interactions consistent.	Assign a primary external liaison.
Standardize templates	Maintains professional tone.	Create and share email/presentation templates.
Pre‑meeting briefings	Aligns expectations.	Share quick‑reference sheets before calls.
Practice role‑play	Builds confidence and adaptability.	Use virtual tools or in‑office mock calls.
Set escalation paths	Prevents minor issues from escalating.	Draft a simple escalation flowchart.

By following these steps, managers can help ensure that quirky colleagues don’t unintentionally damage relationships with clients, while still enjoying the fresh perspectives they bring to the internal team. The Seattle Times’ article makes a compelling case: quirks are not a liability—they’re an opportunity for strategic communication and thoughtful boundary‑setting.

For more resources on managing diverse personalities in the workplace, check out the linked “Explore Careers” guide on communication skills and the Seattle Times’ “HR Essentials” series.

Read the Full Seattle Times Article at:
[ https://www.seattletimes.com/explore/careers/managing-a-quirky-colleagues-interactions-with-outsiders/ ]

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