When Your Coworker in Uniform Acts Like They Never Left Middle School

Working alongside a security guard who treats routine daily tasks with the dramatic flair of a twelve year old can be exhausting, demoralizing, and genuinely disruptive to an otherwise smooth shift. Whether it is the eye rolling when asked to log a visitor, the loud sighing over patrol rounds, or the petty power plays over who controls the radio, childish behavior in a professional setting demands a thoughtful response.

Stay Calm and Don't Match the Energy

The fastest way to make things worse is to mirror the immaturity. When your coworker grumbles, huffs, or refuses to take a task seriously, meet it with a level, professional tone. A simple "I need this done by end of shift" said calmly carries far more authority than an argument ever will. You cannot control their behavior, but you can control the temperature of every interaction.

Be Specific, Not Personal

Vague complaints rarely land. Instead of saying "You're being so immature," try "When the access log isn't filled out correctly, it creates problems for the whole team." Keeping the conversation focused on tasks and outcomes rather than personality takes the ego out of the equation and makes it harder for them to dismiss you.

Set Quiet Boundaries

If the behavior is disruptive to your ability to do your job, name it plainly and move on. "I'm not going to debate whether this task is necessary. It's part of the job." You are not obligated to manage their emotions or justify standard procedures. State what needs to happen, then disengage from the drama.

Document Patterns That Become Problems

Occasional moodiness is human. A consistent pattern of refusing tasks, undermining protocols, or making the workplace unpleasant for others is a performance issue. Keep brief notes of specific incidents with dates and details. If the behavior escalates or begins affecting safety, which in a security context is a real concern, you will want that record when speaking with a supervisor.

Loop in Leadership When Necessary

Going to a manager is not tattling. If someone is consistently failing to perform basic job functions because they cannot be bothered to act like an adult, that is a legitimate workplace concern. Frame it around impact rather than personality: "Certain tasks aren't getting completed and it's creating gaps in coverage," rather than "He acts like a child."

Know What You Can and Cannot Change

You cannot force someone to grow up. What you can do is protect your own professionalism, keep operations running smoothly, and refuse to let their immaturity become your problem to carry. Some people need a clear, consistent boundary before they adjust. Others require a supervisor's intervention. Either way, your job is to show up with competence and composure regardless of who is standing next to you.

The uniform may be shared, but the work ethic does not have to be.