Negativity in the workplace (or any team, for that matter) is like a virus. If left unchecked, it can spread rapidly and infect the morale and productivity of your entire team. But as a leader, is it really your job to manage toxic behavior and resulting conflicts? Regardless of your thoughts on this, the answer is “Yes”!
"In every organization we belong to, we're (also) a part of a culture. And either you are contributing to that culture, or you are allowing it to be what it is." - Dr. Michael Gervais, Workplace culture expert
In other words, if you are not part of the solution, you are part of the problem. And if you consider yourself an effective and successful leader, you had better be part of the solution.
As you navigate your journey as a leader, this is unfortunately something you'll inevitably encounter because individuals with crappy attitudes are everywhere. So having a plan can at least open you up to being better prepared to have the conversation, rather than avoiding the issue all-together, at the detriment of the rest of the team.
How to address the negativity on your team
Below I offer you a simple step-by-step guide to help you address the negativity on your team. Should you have any questions regarding more specific “how to” for any of these steps, feel free to reach out. Your HR representative is also a great resource to help guide you through these situations.
Step 1: Recognizing Negative Attitudes
Negative attitudes come in various forms, from constant complaining, gossiping and cynicism to resistance to change and undermining team efforts. Identifying these behaviors early on is crucial, and as you get to know your team members, you’ll most likely be able to anticipate the source of the negativity. Look for patterns, such as consistent criticism without constructive solutions, reluctance to collaborate, or a general sense of dissatisfaction.
Step 2: Addressing Negativity Head-On
As a leader, it's essential to address negative attitudes promptly and directly. Ignoring the issue won't make it disappear; in fact, it may escalate and affect the overall team dynamic. Schedule a private conversation with the team member to discuss your observations and the impact their behavior may be having on the team.
Approach the conversation with empathy and curiosity rather than judgment. Seek to understand the root cause of their negativity – it could stem from personal issues, work-related frustrations, or misalignment with organizational values. They may simply not feel like they have the permission to “vent” to the boss rather than spread their venting to peers. It could also be that no one has ever called them on their behavior in the past and they simply don’t know how to manage their frustrations in more meaningful ways. Listen carefully and offer support where possible, whether through coaching, mentoring, or resources for personal development. Improving 2-way communication almost always resolves the issues.
Step 3: Setting Clear Expectations
During your conversation, clarify your expectations regarding behavior and attitude in the workplace. Emphasize the fact that a positive and collaborative environment is conducive to higher productivity and growth - 2 key factors in successful teams. Be specific about the behaviors you'd like to see change and provide examples to illustrate your point. Your feedback shouldn’t be personal, rather, it should be based on objective observations.
Step 4: Consequences of Inaction
Not addressing negative attitudes can be detrimental to your team and organization. While the negativity may not always be blatantly obvious, there are “side effects” of toxic behavior that will most likely be more noticeable.
Here are some key indicators that negativity may be poisoning team morale
Decreased productivity as negative attitudes can drain team energy and focus.
Increased turnover because a toxic work environment will eventually drive away top talent who look for a more positive and supportive workplace culture.
Poorer team dynamics as the negativity breeds conflict and erodes trust among team members.
The effects of one individual's negativity can spread throughout the team, infecting others and perpetuating a cycle of discontent. Like a bad apple, if not removed from the bunch, the whole lot will go bad.
Be the leader who actively creates a positive work environment
As a leader, it's your responsibility to foster a healthy and inclusive work environment where every team member feels valued and respected. Don't shy away from addressing negative attitudes – confront them head-on with empathy, clear communication, and a commitment to positive change.
Think of it this way: addressing negativity isn't just about mitigating individual behavior; it's about preserving the integrity and productivity of your entire team. By taking proactive steps to address negative attitudes, you'll not only support the growth and development of your team members, but you’ll also cultivate a workplace culture that benefits everyone.