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While I agree with what you you are suggesting part of me thinks that if that will work, someone in the office would have done it already.
For op's sake, I hope I am wrong.
That's the trouble. Frequently this kind of merely annoying behavior is allowed to continue because nobody says anything because he's not a bad guy. HR/the boss may not even realize it's happening, never mind impacting work. You'd be shocked what people have gotten away with because 'they're nice people'.
part of their job is to smooth out these issues- there's no reason to be aggressive about it, but if it's impacting work, part of their job is managing it. shit managers though... will be aggressive about it- either with OP, or with this guy.
I agree that can be the case.
I have also seen cases (I spent years as a contractor working in many different places) where management knows about it but refuses to actually do anything about it due to laziness/nepotism.
I mean, yeah, people have but and he'll stop talking to them specifically and start mentioning how he doesn't like them whenever they come around or come up in conversation. But he never looks inward and wonders if he is annoying because there's enough people that tolerate him.
It's like a loop you be nice and ignore him he thinks he's cool.
You be mean and tell him he's annoying he paints you as the asshole.
You be nice and tell him he's annoying he throws a pity party and makes you feel guilty for saying anything.
Are others complaining to you about his behavior? Because you're his boss, I wonder if this could function like any other improvement conversation.
What if, instead of calling him "annoying," you pulled him aside separately at another time and phrased the convo as wanting him to focus on "professionalism" and/or "work appropriate behavior"? If you are clear about what that means and bring examples to the table, that might help.
You could cover his passive aggressive responses in the conversation as well--pointing and writing notes and pity-partying are not appropriate ways to communicate in your workplace.
Yeah I'll probably go that route. I've never called him annoying.
the worst I've done is tell him he's not helping when he made me lose my count on something.
I was counting a part when he came to talk to me about something completely unrelated. I didn't respond, and when he asked what's wrong I told him I'm just trying to keep my count. He then he continues to talk about his thing and I lose my count. So I do an exasperated sigh tell him I just lost my count can he come back later. He then started counting the wrong parts out loud so I stop him and say that's not helping. Then he puts on his kicked puppy face said he was just trying to help and went non verbal for an hour after that.
Sorry, I don't know how complex your team's role is, but in our environment of oncology research this individual is not improving their behavior, is disruptive, using your niceness, and I would put them on a PIP to improve or let go. The folks on the spectrum that I've worked with do not react with kicked puppy face, instead they're profoundly grateful for the social guidance and try to improve. This guy honestly sounds a little manipulative.
Don't tell him he's annoying. Call him out when something's not appropriate for the workplace (like the fart jokes) but don't make it about his personality.
Consult HR on how to go about the quirks that aren't inappropriate but still very annoying. They can give you the language toolbox you need.