By ExpediUSA, April 23, 2025

Dealing with Toxic People in GovCon

Let’s talk about the unspoken tension in some government offices. You landed a contracting role to supporting a prime contractor who is all about the mission—and you’re crushing it. But not everyone sees it that way.

Unfortunately, some contractors before you didn’t exactly leave a great impression. We’re talking about those folks who showed up late, coasted through projects, and still cashed a pretty nice check. Thanks to them, some federal employees now assume all contractors are just along for the ride—overpaid, underworked, and not really “team players.”

Spoiler alert: That’s not you. But you might still get side-eyed like it is.

So, what do you do when you're dealing with a government employee who treats you like you’re not pulling your weight—even though you’re clearly putting in the work? Here’s your go-to guide for handling tough personalities while keeping your cool, professionalism, and purpose intact.

1. Understand the Stigma—but Don’t Inherit It

The “contractors are lazy” stereotype didn’t start with you, but it may still land on your shoulders. Some government employees have had rough experiences with disengaged or unmotivated contractors in the past—and now they paint with a broad brush.

Don’t take it personally. Recognize it for what it is: a misguided narrative. You’re here to honor your employer’s contract, contribute meaningfully, and support the mission. Let your performance speak louder than their assumptions.

2. You're Not Just Representing Yourself—You're Representing Your Company

You might be working on-site, but your badge doesn’t say “federal employee.” It says “contractor”—and that means you’re ultimately accountable to your employer (prime or sub).

Your professionalism reflects on your company. The agency brought your employer in to get things done. So every time you deliver excellent work, collaborate well, and show initiative, you reinforce your company’s reputation—and help shift the narrative.

3. Don’t Let Bad Behavior Pull You Down

So what happens when a government employee you are supporting talks down to you, excludes you from meetings, or gives you the cold shoulder? Here's your power move: stay professional, stay calm, and keep delivering.

You’re not there to win a popularity contest. You’re there to contribute. Being gracious, consistent, and solutions-focused is your best defense against workplace hostility—and your best offense for breaking down stereotypes.

4. Maintain Professional Boundaries

Some folks just don’t play nice. And when that's the case, set your boundaries. You don’t have to endure disrespect, and you definitely don’t have to let anyone’s bad attitude get under your skin.

Keep communication clear, professional, and (when possible) in writing.
Avoid unnecessary one-on-one situations with known toxic personalities.
Let your supervisor know if the behavior crosses a line—document everything.

5. Lead by Example, Not by Ego

Instead of firing back or mimicking poor behavior, be the professional in the room!

Smile. Deliver on time. Ask thoughtful questions. Offer support. You might be surprised how even the crankiest coworkers soften when they see you’re not just “another contractor”—you’re a contributor with purpose.

And hey, if they never soften? That’s their story, not yours.

6. Find Your Allies

Look around—every office has good eggs. Find people (contractor or government) who value collaboration. Build partnerships. Share insights. Offer help. The more you integrate yourself as a helpful resource, the harder it is for anyone to dismiss you.

7. Let Results Do the Talking

When people can’t see your worth, show them your work. Be proactive in sharing progress. Use status reports, dashboards, or casual check-ins to demonstrate the value you're adding. Document everything. Whether you're improving a process or cleaning up legacy data, make sure your impact is visible.

8. Honor Your Contract, and Stay Above Reproach

Remember: you’re not just clocking hours—you’re fulfilling a promise. The government agency trusted your company to deliver results. That’s a big deal. So…

Be punctual.
Communicate clearly.
Avoid gossip and office drama.
Stay focused on deliverables.

Contractors who cut corners or show poor behavior don’t just damage their own careers—they make things harder for everyone else who follows. Don’t be that contractor.

9. If Things Get Too Toxic, Escalate Wisely

If unfair treatment becomes hostile, don't tough it out in silence. Loop in your program manager or HR from your employer’s side. Keep your tone factual, not emotional. Share documentation. And if necessary, work through the proper channels to resolve issues—professionally and respectfully.

10. You’re the Change They Didn’t See Coming

Here’s the twist: every day you show up and don’t fit the “lazy contractor” stereotype, you’re rewriting the narrative. You’re restoring trust. You’re building a reputation for excellence that paves the way for future contractors—maybe even from your own company.

So go ahead—lead with purpose, protect your peace, and take pride in your professionalism. You’re not just doing a job. You’re representing what great government contractors look like.

References

Goleman, D. (2006). Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books. Heider, F. (1958). The Psychology of Interpersonal Relations. Wiley. Ross, L. (1977). The intuitive psychologist and his shortcomings: Distortions in the attribution process. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 10, pp. 173–220). Academic Press.