Dealing with negativity at work.

Negativity is bad for morale, productivity, and outlook. If it isn't dealt with early on, it can have a long-term effect on the culture of the company.

Thankfully ELEFense can notify the organization as soon as it creeps in but knowing what to do, is key.

How does one deal with negative attitudes?

It doesn't matter if your boss is angry or your coworkers gossip about each other. These bad attitudes at work hurt the business. By taking the right steps and having the courage to speak up, you can effectively deal with these problems and make your workplace a healthy.

1. Find Out What's Wrong.

Though we might want to hide bad feelings under the rug, it's important to face them head-on. What’s the root cause of this negativity?

We don't like confrontations, but it's important to have an open and honest talk with employees who have a bad attitude. Before having a conversation, think about the following questions to help you have a more thoughtful and productive conversation:

· Is the company doing what it says it will to help our employees?

· As an business leader, am I using effective strategies that help to keep people safe and happy at work?

· What in the organisation could be creating this negativity?

If you ask an employee a question, it's important that it comes from their point of view. If the questions are caring, compassionate, and empathetic, then the employee will be able to tell the truth when they answer them. EG: “we think your attitude has changed over the course of the month." can make employees feel like they're being singled out if you use "you."

1. Be clear. Don't say, "We don't like how you act." This won't be a very productive conversation. Rather, say, "Speaking loudly to your coworker in front of other people is making the office a lot more tense." To start a more open and effective conversation, they should say how their actions are making people around them feel,

2. Be Precise. Don't make it personal, because this might make them feel like they're being attacked, which is not good. Instead, talk about how their attitude can help them have a positive outlook on their job. "I want to bring this up because we want you to see the problem and thrive."

3. Be Focused. Do not forget to tell them how changing their attitude and perspective can help them grow in their job in the future, as well. This also goes along with being goal-oriented.

Listen when your employees talk about their lives but, be careful with how you answer. You don't want to take sides or make the problem bigger. "Don't say, "Yeah, I know that person is a pain, but... " You could instead say thanks and ask for specific examples of how their colleague is making them unhappy at work. Focus on getting the facts and then coming up with a plan to solve the problem together.

2. Giving and Getting Feedback

As a leader, your job is to help your employees grow both personally and professionally. To do this, you need to give them actionable and useful feedback. Not only does this help staff communicate more effectively, but it also has long-term benefits for the whole group.

Ask them what they think and listen to what they say.

Healthy feedback loops are important for both management and employees. You should be able to speak up about ideas and concerns. After giving your employee feedback, set aside some time for them to talk to you about what you said.

When you work with someone, it's important to always ask for their help. In the end, it's their journey, and you want to encourage them to be the one in charge.

You can start this by asking:

· "What do you think?"

· "Do you have everything you need?"

· The question is, "What would make it easier for you to work?"

· "Is there anything I'm reading or understanding wrong?"

· Then, "I'd like to know what might be going on."

After you listen to your employees, you should say: " 'You feel you [emotional state] because of [summary of situation]." After confirming that you understand (and often feeling misunderstood is the reason for bad behaviour), you can then work together to come up with possible solutions.

Advice must be clear and actionable

When you've dealt with the root cause of bad behaviour, how do you move on to giving concrete advice? It's all about setting your mind up in the right way. Where are we now? Where do we want to be? and How are we going to get there?

Don't just say that they're doing something wrong. It's not good to say, "You're so negative!" Stay focused on actions or behaviour, not on how you act or think. The key is to show them how to change their bad habits into good ones that help both them and their coworkers. Then discuss what to do next.

Suppose an employee is complaining about a problem with a client project. You can remind them of past victories and how, even though there were problems, the team was able to come out on top. Seeing things in a more positive light can help them pass this on to other people.

SOLUTION What if we were to tell you that there are tools on the market today that can alert you if there is a cause for concern in your organization? What happens when corporate culture begins to deteriorate, and you don’t even know about it, because the reviews are yearly… ELEFense can help. ELEFense analyses company sentiment & keywords to reveal Enterprise Cultural Health and quantify how people feel in real time to give you an unprecedented insight of trends and events.