My need to publish this article comes from you guessed it; I found that I had actually worked with an individual who was a work place Real Vampire.  I discovered this fact when I looked-up the definition of an energy vampire from Wikipedia and Amorillium.  

These energy sucking vampires exist because they have learned how to feed off the “life force” or energy of their intended prey.  They are the constant talkers, complainers, blamers.  They are high maintenance drama kings or queens!  Their fangs are invisible, but their words are ruthless and can cut to the core of their victims.  Their victims are often left frustrated, overwhelmed and wondering “what has happened here”.  By the time these circumstances have advanced to this point one must formulate a plan of action to defend and protect him or herself.  

There are several methods of defense in order to defend against these predators.  The first method of defense is to totally separate from the presence of this Nosferatu.  Another method is to set boundaries of behavior that are acceptable by not entering into agreement when they are trashing others.  The third method is to avoid giving them eye contact thus controlling the balance of power that he or she is attempting to gain.  This strategy will transform a toxic encounter into positive climate.  Lastly, if the situation becomes tense and overwhelming, take a deep breath, count to 10 and respond appropriately instead of reacting. 

A work place vampire is not defined by gender.  These vampires can be men or women.  They are cunning “like a fox”.  Some might question how this seemingly pain inflicting personality could dance around the HR Department or hiring managers.  The vampire has to be invited across the threshold of power.  The threshold is the place where Human Resource personnel will evaluate and either accept or reject these inflammatory personalities.  The measure of professionalism or ineptness of an HR department is determined at this threshold.   HR management and their representatives must be intensely proactive during the pre-hiring stage. Checking prospective employee personal and past employment references closely is essential.  Once a vampire is hired, the climate of the working environment changes and becomes toxic and will affect everyone. 

To identify if a vampire is in an organization, take a stroll through the office to check out the atmosphere. Listen for toxic statements from co-workers such as, “God, I hate my job” or “Can you feel the stress in this place”. Look to see if the employees seem to be overly stressed or lack focus? Listen for employees who are constantly complaining about fellow employees or departments. Question whether the employee turnover rate is higher than normal in the workplace or organization? If any or all of these circumstances are occurring, there is definitely a vampire on the LOOSE!

Upper management must be responsible to monitor the organization for the emergence or presence of a vampire. Management must look at, listen to and test the workplace atmosphere frequently. If a pattern of this toxic behavior is found, the source of this problem must be investigated and removed immediately. Management must investigate and act quickly to drive a stake in the heart of this behavior before it spreads like a cancer throughout the organization. Removing “Vampire” behavior is the only way to restore order and take back the control of the organization. Removing these predators can be achieved by verbal or written discipline or the termination of their employment.