How to Deal with Negative Employees

When it comes to workplace negativity, leaders face a double whammy. First, managers are human. Like anyone else, the negative energy given off by pessimists and other types of toxic people drains them. They must employ strategies available to preserve their own mental health.

But being in charge comes with additional responsibility when dealing with difficult people. Smart managers know a bad apple can spoil the bunch. Without action, the company risks a negative mindset spreading throughout the workplace. Managers also must address the issue to keep it from frustrating positive people. Workers depend on their leaders to handle such matters. Failure to do so can make you look ineffective.

Here are some ways for managers to address an employee’s negative attitude:

Bring it up

While obvious to you, the person in question may be unaware an issue exists. She may not realize the extent of her negativity or how it affects others. Bring the problem to light in a private conversation. Discuss why the behavior must change and how this might be accomplished. End with an agreed-upon action plan that includes following up later to evaluate progress and offer feedback.

Take disciplinary action

Hopefully, the person attempts to develop a more positive outlook or at least reigns in the negative comments. Without signs of improvement, though, you may need to move on to measures designed to convey the seriousness of the problem. Follow your company’s disciplinary procedure as you would for any offense.

Avoid using the wrong “reward equation”

Attention is a powerful reward, especially when it comes from one’s boss. Do you listen too long to rants? Do you display interest in what gossipers say? If so, you boost the odds of them continuing. Use your words and body language to convey that you want no part of such nonsense. Make an effort to instead reward people with your valuable attention for positive things that contribute to improving the company and its culture.

Open the lines of communication

People like to be heard. Offer plenty of opportunities to voice concerns through proper channels such as surveys, a suggestion box, and one-to-one check-ins. With outlets for expressing themselves, workers with negative thoughts may be less inclined towards venting at the water cooler or taking over a staff meeting with unsolicited advice.

Ask for solutions

Challenge whiners to come up with concrete ideas on how to change what they do not like. Agree to listen to reasonable ideas. Encourage employees to create positive energy in the workplace by reframing negative situations. What was learned from a “disaster”? How could a less-than-perfect presentation go better next time? Figure out the bright side and grow.

Explore what would make them happy

Finally, consider showing concern for the person’s well-being. Ask what would increase job satisfaction. Then, try to make these desirable tasks or responsibilities a greater part of this person’s role. Whenever possible, make these potential changes contingent on displaying a more positive attitude.