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Sometimes, an annoying person may cross a line to the point you feel uncomfortable or threatened. In these scenarios, it's okay to stand up for yourself in the moment. Be assertive and address the situation. Calmly tell the person they crossed a line. Let them know you do not tolerate this type of behavior. For example, "Don't talk to me like that. I don't need unsolicited advice." If you feel uncomfortable because of an annoying person at work or school, document this. You want to make sure you have information to give to a higher authority if it comes to that. Each time the person gets on your case, briefly jot down what was said, who saw it, and the date and time. If you ever need to raise a formal complaint, you'll have a lot of information from which to pull. If someone is consistently annoying you, it's okay to calmly address the behavior. Wait until you can get a moment alone with the person and calmly and collectively explain what they are doing wrong. For example, "I know you don't mean anything by it, but I don't love getting teased about my outfits." Let the person know how the behavior makes you feel. "It makes me feel uncomfortable at work, because people are always pointing out my looks now." Lastly, tell the person where to go from here. For example, you can say, "I really don't want you to make comments like that anymore. Do you understand?" Instead of criticizing the person, tell them what types of actions you won't tolerate. This will help prevent conflict. Instead of saying, "You're so annoying," you might say, "I really need quiet time to get my work done." If someone's behavior does not improve after a direct confrontation, call in a higher authority. If you're in school, let a teacher or principal know. If you're at work, talk to someone in the HR department. You have a right to feel comfortable at your place of work or your school.
Stand up for yourself in the moment. Document negative behaviors at work or school. Talk to the person about their behavior calmly. Bring in an outside authority figure.