Negativity is an increasing problem in today’s workplace. It is the result of a loss of confidence, control, or community. The first step in solving this problem is to know about the people who think negative. Someone is not satisfied by comparing his increment with a better employee and someone may be as there is out of biscuits in the pantry. Talking with employees can be a great solution but the problem is some people will never say anything in front of anyone.
THE EIGHT TIPS WILL HELP YOU TO MINIMIZE WORKPLACE NEGATIVITY:
- TAKE THE EMPLOYEE’S’ INPUT TO MAKE ANY DECISION:
The most frequent reason for workplace negativity is when a manager makes a decision about a person’s work without his input. Almost any decision that excludes the input of the person doing the work is perceived as negative.
- MAKE OPPORTUNITIES FOR PEOPLE TO EXPRESS THEIR OPINION ABOUT WORKPLACE POLICIES AND PROCEDURES:
Recognize the impact of changes in such areas as work hours, pay, benefits, overtime hours, dress code, office locations, job requirements and working conditions. These factors are closer to the heart, mind, and presence of each individual. Changes to these can cause serious negative responses to questions and concerns. To minimize this type of negativity have a meeting with all senior executives every month so that they can share their as well as their subordinates’ opinions.
- TREAT PEOPLE EQUALLY:
Develop and publicize workplace policies and procedures that organize workplace effectively. Apply them consistently. As an example, each employee has the opportunity to apply for leave time. In granting his request, apply the same factors to his application as you would to any other individual as everyone wants to be treated in the same manner.
- WHEN JUST A FEW PEOPLE ARE VIOLATING THE NORMS YOU SHOULD NOT CREATE THE RULE FOR ALL:
You want to minimize the number of rules directing the behavior of adult people at work. Treat people as adults, they will usually live up to your expectations, and their own expectations.
- HELP PEOPLE FEEL LIKE MEMBERS:
Provide the context for decisions and communicate effectively and constantly. If several directions are under consideration, communicate all that you know as soon as you know it. If they don’t feel like members then the output will never be satisfactory.
- AFFORD PEOPLE THE OPPORTUNITY TO GROW AND DEVELOP:
Training, perceived opportunities for promotions, lateral moves for development, and cross-training are visible signs of an organization’s commitment to staff.
- PROVIDE APPROPRIATE LEADERSHIP AND A STRATEGIC FRAMEWORK, INCLUDING MISSION, VISION, VALUES, AND GOALS:
People want to feel as if they are part of something bigger than themselves. If they understand the direction, and their part in making the desired outcomes happen, they can effectively contribute more.
- PROVIDE APPROPRIATE REWARDS AND RECOGNITION SO PEOPLE FEEL THEIR CONTRIBUTION IS VALUED:
The power of appropriate rewards and recognition for a positive workplace is remarkable. Managers just need to find out the good works of their subordinates and keep rewarding on those and advertising those to all.