“John is So Negative...”
Each newsletter edition answers a new question. This week we had a statement, not a question, “John is so negative, I don’t like him anymore!”
Hmmm, when a leader approaches me with this type of issue, I always ask them questions to understand what is really going on. Staff members do not become negative for no reason, there is always something discoverable.
If you google ‘Negative Workplace Behavior’ you will be able to read many descriptive words such as:
hostility or aggressiveness
narcissism
lack of accountability or responsibility
rudeness, disrespect or bullying toward colleagues or clients
You might also find actions or statements that undermine team motivation or business goals, resistance to change or criticism. Know that this type of workplace behavior does not have to be tolerated. In fact, when addressed promptly can improve employee engagement, turnover, and trust. Leaders can take the following steps to help change negative behavior.
Start by looking inward first to check own biases. Avoid becoming defensive. Let us make sure that we are not being part of the problem before we take the steps to understand what is going on.
Have a direct conversation with the individual. Often, people are not even aware that they are being negative. Be sure to:
Clarify their impact on the team and convey the impact negativity has.
Ask what productive outlets and responsibilities they believe would benefit them.
Ask open ended questions about their physical work environment.
Determine what they need from you.
Actively listen to determine the root cause.
3. Co-create a plan to decrease negativity by getting buy in from the individual. Their plan should include:
Finding meaning in their work.
Setting standards for constructive disagreement.
Creating a career development program to increase opportunities for growth.
Offering an employee assistance program for problems occurring outside of work.
Creating positive interactions focused on creating solutions and adjusting their delivery of negative comments.
Helping them increase their confidence and build work self-image.
4. Invest in coaching and training programs.
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