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Ngày cập nhật 06/10/2022

How to Stop Negativity In the Workplace?

Negativity in the workplace may also promote employee turnover and absenteeism. In the worst instance, it can result in litigation for defamation, racism, or bullying. Your staff members can stop cooperating with one another, get into arguments, and neglect their duties. So how to stop negativity in the workplace? Explore more below!

What is Negativity In the Workplace?

How to Stop Negativity In the Workplace?

Negative attitudes at work are bad for productivity, perspective, and employee morale.

If it isn't dealt with right away, it could have a sneaky impact on organizational culture.

To reduce the long-term implications of negativity in the workplace, it's critical to keep your eyes and ears open for indicators of it. Finding tactical approaches to tackle it is the key.

Read more: Managing A Multigenerational Workforce

Negativity in the workplace examples

  • Complaining and moaning.
  • Accusing others.
  • Shouting.
  • Insults and sarcastic remarks.
  • Condescension.
  • Criticism.
  • Leaving without responding.
  • Cynicism.
  • Mocking \sDefensiveness.
  • Conflict.
  • Reactive Emotions.
  • insulting language.
  • Aggression in Passive.
  • Gossiping.
  • Disgrace.
  • Resistance.
  • Scowling.
  • Distrust.
  • Irritability.
  • Sabotage.
  • Arguing.
  • Pessimism.
  • Harassment.
  • Undermining and Undercutting.
  • Physical Violence.

Effects of negativity in the workplace

How to Stop Negativity In the Workplace?

The effects will have an immediate and lasting impact on the company unless a leader takes immediate action.

For example, negativity might result in team distrust, a decline in employee satisfaction, or even legal problems if it turns into harassment.

Leaders must take the initiative to uphold a positive company culture because negativity drains energy and draws focus away from performance and productivity. Here are common effects of negativity in the workplace:

  • Decreased employee retention, productivity, engagement, and motivation.
  • Numerous instances of criticism and complaints.
  • A lack of energy throughout.
  • A gossipy and hostile society.
  • Any other troublesome actions, expressions, and encounters that increase toxic behavior at work.

Read more: Top 20 Bad Leadership Behaviors List

How to stop negative behavior in the workplace?

How to Stop Negativity In the Workplace?

These unfavorable workplace attitudes, whether they come from a sarcastic employer or snide colleagues, can have an adverse effect on your workforce.

By employing the proper strategies and having the bravery to speak up for what you believe in, you may successfully solve these issues and foster a pleasant working atmosphere.

Determine the issue

Even though we can feel obliged to ignore unfavorable attitudes, it's crucial to deal with them head-on. This calls for the question, "What is the core source of this negativity?" to be posed to both you and your staff.

Although confrontations are never simple, it's crucial to have an honest discussion with staff members who display a bad attitude. Consider the following inquiries before starting a conversation to start it off more thoughtfully and effectively:

  • Is the business supporting its employees in accordance with its mission and values?
  • Am I putting into practice sensible HR practices that foster a secure and uplifting workplace?
  • Is there anything going on inside the company that could be fueling this unhappiness?

According to Amir Fathizadeh, author of Coaching Collaborative and a personal and corporate coach, it's critical to engage employees with a healthy combination of honesty and empathy: "It is crucial that inquiries fall within the scope of the employee's universe.

A worker needs to be understood, and they will react honestly if you ask them questions that show you care, compassion, and empathy.

Reprimand staff for being negative

  • Be welcoming. Say things like "we." We sense that your attitude has shifted throughout the course of the month, for instance. Aim to avoid using the pronoun "you," which assigns responsibility and may cause employees to feel singled out.
  • Be precise. We don't like your attitude, but don't just say that. This won't lead to a discussion that is really beneficial. Change your tone and say something like, "Raising your voice to your colleague in front of others is producing a lot of tension in the company." A more honest and fruitful dialogue might be started by stating how one's actions are affecting people around one.
  • Keep your eyes on the prize. Don't make it personal because doing so could cause them to feel assaulted. Instead, emphasize how their mindset can contribute to the development of a positive career view. Use statements like, "I'm bringing this up so that we can encourage you to recognize the problem and succeed in your work here."
  • Stay upbeat. Be sure to clarify how shifting their mindset and viewpoint can enable them to advance in their position in the future. This is related to being results-driven. You may also remember instances in which they were upbeat and active.

Giving and Getting Recommendations

Your goal as a leader is to support your team members' personal and professional development; to do this, you must provide feedback that is both useful and practical.

This not only encourages good communication among employees, but it also has a beneficial and long-lasting influence on the team as a whole.

Conflict Resolution and Gossip Control

A frequent forum for negative communication is gossip. Negative rumors can spread quickly when people spend a lot of time together and frequently work with or for each other.

Smaller groups of coworkers often engage in gossip, making it more difficult to detect or notice. Leaders need to be on the lookout for damaging rumors, keep their ears open, and take swift action to stop it.

Leaders should first speak with the main offenders immediately. Help them comprehend the effects of their action both now and in the future if they persist. Avoid addressing criticism and rumors at the level of the entire workforce.

Use of uplifting language is crucial

Positive language can be used by managers and staff through telling success stories, praising the accomplishments of the organization, and recognizing coworkers.

Positive conversation starters and encouragers can take the place of destructive gossip in the office, boosting morale and lowering turnover.

Staying active and involved will also build a healthy work atmosphere and allow leaders to recognize individual and group accomplishments while also setting a good example.

Request their opinions or feedback and pay attention

A well-rounded business has a strong feedback loop where management and staff are free to express their opinions and concerns. Set aside some time for your employee to talk after you've given them feedback.

It's crucial to consistently ask for feedback from your employee. Even if you want to assist them, you should let them take the helm as this is ultimately their adventure.

According to CEO David Reischer, it is crucial to give employees a voice and to give them the authority to influence and take charge of their jobs.

This can be started by requesting:

  • What are your opinions?
  • Do you possess what you require?
  • What would improve things for you?
  • Is there anything I'm reading or comprehending incorrectly?
  • I'm curious as to what might be going on.

Offer concise, practical guidance

How can you move on to giving them practical guidance once you've addressed the underlying cause of their unfavorable behavior?

It all comes down to setting oneself up for success mentally. The "Workplace Question Trinity," as practiced by Katherine King, CEO of Invisible Culture, asks three questions: "Where are we now?," "Where do we want to be?," and "How are we going to get there?"

Don't only point out what they're doing incorrectly. Saying "You're so negative!" isn't helpful. Keep it focused on acts or conduct, not on aspects of personality.

The objective is to teach them how to change unfavorable behaviors into positive ones that are advantageous to both themselves and their coworkers.

For instance, if a worker complains about a persistent problem with a client project, you might remind them of previous successes and how the team overcame obstacles to succeed. They may adopt a more positive outlook as a result and share it with others.

Setup any necessary warnings

How to Stop Negativity In the Workplace?

Establishing and disseminating warnings may be necessary, depending on how negatively an employee's actions or attitudes are hurting those around them, how they react to your talk, and whether the problem persists. You can write down a warning and ask the staff to sign it to show that they spoke with you.

This demonstrates discipline and sets expectations for behavior, which can encourage your employee to take it seriously.

John Stevenson, CEO and founder of Top VPN Canada, said that repeated offenses will result in severe punishments. "Employees must behave appropriately in return, notwithstanding the fact that an employer is accountable for the welfare of their workforce."

Positively influence the workplace

Even while the aforementioned tactics are crucial for reducing negativity, if you don't also instill positivity in your organization's culture, the same issues will persist. Our panel of leaders and professionals offered the following advice on fostering optimism at work:

Be Open to All

It's important to be seen and heard since every employee wants to feel valued and included. Create an atmosphere of ownership among workers, advises Level Up Leadership author Dr. Michael Provitera. Giving them a voice, rewarding them for successful ideas, and refraining from criticizing them for bad ones.

In order to promote inclusion, you can:

  • Giving your staff the praise and appreciation they merit Honor accomplishments! Keep track of who is working on what so that you can recognize individuals when appropriate. A little gratitude can go a long way.
  • preserving everyone informed. Giving team or company updates to a select set of people might lead to resentment and conflict among employees. So, make sure everyone is informed. They'll have a stronger sense of belonging to the group and be more eager to get started on projects.
  • allowing people to share their ideas Pete Sosnowski, VP, People at BOLD and co-founder and VP of Zety, says that some employees will turn a grudge into a negative attitude if they are not given the opportunity to communicate their dissatisfaction.

Examine Yourself

It's critical that you set a positive example for your team as a leader. According to Jon Hill, CEO and chairman of The Energists, "employees take their signals on behavior from the top." The team will adopt the boss' continuous criticism and complaints if he or she does so.

Be mindful of your language when speaking with personnel. You can also get advice from a dependable staff member. They are able to detect any inadvertent sources of negativity in you.

Aviv Ben-Yosef, a tech executive and advisor, adds more context to why executives must adopt a "Executive Mindset" by saying the following: This entails that they actively embrace a can-do attitude, don't bring negativity into talks with their staff, and don't deliver unhelpful criticism.

Offer Possibilities for Development

Lack of opportunity for career advancement and growth at work may be the cause of negative employee attitudes. People may start to feel depressed and sad if they don't feel like they're learning new, useful abilities.

Give each employee access to cross-training, opportunities for advancement, and career path plans. Get everyone's input on these elements to create programs that will benefit both parties.

These efforts can improve working relationships and foster an inclusive workplace when they are rooted in everyone's creativity and ambitions.

Additionally, Tim Reitsma of People Managing People, a consultancy professional, states that "bad employee attitudes should be seen as a chance to strengthen workplace relationships." Remember that overcoming negativity might be a first step.

Adhere to Yourself

Positivity has the capacity to turn things around, particularly when things aren't going well at work. It can come out as hollow and be disregarded.

Be sincere in your communication as a result. Treat your staff members with respect and dignity, advises Reischer of

It's crucial to pay close attention to your employees' advice and have an open discussion with them about their concepts.

Read more: How To Strategically Downsize Your Business?

Common Asked Questions

How to Stop Negativity In the Workplace?

How do you shut down negative people?

  1. Make them discover the bright side on their own.
  2. Give Them a Time Limit.
  3. Create Facts Out of Their Exaggerations.
  4. Tell them you appreciate their optimism.
  5. Try to get them to see things differently.
  6. Inquire as to how they typically address that issue.
  7. Try to alter how you view them.

What are signs of a negative person?

  • You can only see things from your own perspective.
  • Social networking makes you anxious.
  • Don't finish projects that they start.
  • Believe you are past your prime in every way.
  • Your future is decided by your history.
  • Don't really value victory.
  • You and your partner get into arguments.

Can negative people affect you?

The quickest way to derail a positive attitude is to spend time among negative individuals. Their gloomy outlooks and negative attitudes can lower our motivation and alter our emotions.

But giving someone who is negative control over your emotions gives them an excessive amount of influence in your life.

Wrap up

Navigating negativity in the workplace may get complicated and difficult when there are many diverse personalities present. But by employing the above methods, you can discover the willpower and resources to navigate this path and, more significantly, spot opportunities for fruitful growth.

We hope the information in the article can help you. Please comment to share your other solution with the Tanca’s reader.

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