Addressing negativity at work
We all like to have a whinge from time to time – about our co-workers, unpopular changes, and how nobody ever cleans up the tea room. A certain amount of complaining is normal. It is best responded to by demonstrating understanding for how people are feeling, acting to address people’s concerns, and setting the right example.
But there are some who become stuck in their unhappiness, to the point where they are having a negative influence on others. Many Negative Nev's or Nellies often don’t even give their team leader the opportunity to address their concerns, preferring instead to infect everyone else with their negativity. You know you have one of these people in your team when they leave or go on holidays and the atmosphere at your work lifts like dark clouds parting to let through the sun. Here are some ways you can address negativity if it is happening at your workplace.
The first is to explore ways to make them happier at work if that is possible. I have seen many people’s negativity disappear or greatly diminish if they are doing work they actually enjoy. Ask for their ideas on changes that would help them to enjoy their work more. Perhaps it is an option to move them into work that is more consistent with their strengths or interests.
You could speak directly to the negative person. But you may want to first try allowing the other person to save face by defining the problem in an acceptable way. For example, that perhaps there has been a communication breakdown of some sort. Offer what you are willing to do to help, and be open to any explanations they may give – that they were not intentionally trying to undermine your position, for example. You may need to have a backup plan of how to respond to anger, but I often find if you have the right tone – one where you are aiming for a good outcome for both you and them – that most people respond well.
You could say something like, “Nev, I want both of us to feel good about coming to work. I have heard that you are unhappy about the changes we are making. While we all need to have a whinge - God knows I do sometimes – I am worried that too much of this is happening and it is affecting the morale of our team. What I would prefer is that you ease back on your complaining a touch and speak to me directly about any concerns you have. How about I cut you a bit of slack and you watch how you are coming across and speak to me when needed? What do you think?” Praise any openness to change or improvement you see.
You could also try an indirect approach, one that influences the people around them. Speaking to your team as a group about actions you can all take to contribute to morale is one example of this. You could also use third parties who may be in a better position to influence change. The Negative Nellie may be more open to feedback from someone else they are closer to or perhaps even someone outside of your workplace. I have had team members sent to see me for mentoring to explore actions they can take to become happier at work and contribute positively to their team. I am often booked to speak at workplaces to help team members have more of the right attitude, take greater responsibility for contributing to the well-being of their co-workers, and build positive, respectful relationships.
Sometimes the behaviour needs to be confronted head-on. Be very specific about the behaviour you are needing to see. Speak about the negative consequences of no change and the positive consequences if there are. Still no change? You may have to allow them to face those consequences – follow up meetings or formal warnings, leading to dismissal, being the most significant consequence. Although this is stressful for you and their behaviour may worsen in an attempt to get you to back off, it is also making the status quo uncomfortable for them, causing many to begin looking elsewhere for work.
Lastly, there is also the option of making the decision to move that person on. It may be possible to transfer them to another team. You may even be able to negotiate their departure by offering them a financial incentive to leave that is beyond the award conditions. Whatever action you take, it is important that you have the support of your line manager. If you don’t have that support, you either cope with the situation as well as you can or you find yourself a more positive work environment.
Ken Warren is the Director of Positive People Solutions - a speaking and consultancy business which helps:
- Managers and their teams - to have great working relationships, enjoy their work, and perform at their best
- Education, health, and welfare professionals - to achieve better outcomes with challenging clients and feel more satisfied with their work
Subscribe to his free newsletter through www.positivepeoplesolutions.com.au and receive 3 e-books on building a happier and more productive workplace.
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