Turning from negative behaviour at work may mean that people will not automatically see you as changed. Instead, they may continue to interpret your behaviour through a certain box they've put you in. As a result, they may be cautious about offering higher-profile projects or leadership opportunities, as the stakes may feel too high.

Speak candidly to your manager about your changed behaviour and see if you can get more opportunities, but moving on might be the only way to really start over.

A technological transformation has been happening around the world for a few decades. Automation can potentially benefit us in highly innovative ways (like curing rare diseases, fixing global warming) but large companies have a different motivation for using technology: replacing workers.

The promised innovation and transformation of the businesses is still a pipedream and companies are simply trying to do the work more efficiently with fewer human resources.

The argument is that while remote employees may be more personally productive, the team creativity and innovation suffer. People really need spontaneous interactions at the water cooler or break room or at happy hours to foster serendipity that drives innovation.

People who support the Office-Serendipity Theory of Innovation like to cite Jobs' views to support the idea that "most people should work in an office." But the theory suffers from anecdotal evidence of chance office encounters.

We don't get to pick our coworkers. Sometimes we end up with a coworker we don't like.

While you can find ways to avoid them, it doesn't solve your problem. If you want to grow and move forward, you have to find a way to work with them.