Spring is officially here. Unfortunately over the past few weeks I have seen an increase in employee negativity. A fellow manager pointed out that, “Maybe it's Spring Fever." Well, maybe not.
Unfortunately this negativity is impacting person:person communication, which ultimately impacts our ability to function as a cohesive team. Employees have become preoccupied with their personal agendas, their set of complaints, etc.
From the senior manager at the top of the organization to the support staff at the bottom, negativity exists. Negativity can be seen in attitude, outlook or a chorus of voices responding to a workplace decision that adversely affected them. In the earlier stages, we begin to see errors/poor work quality, personality conflicts, poor morale, absence/lateness issues. When negativity becomes intolerable, people leave.
Whatever the cause in any environment – it needs to be addressed. And quickly!
How can you manage it? Let’s use my CIA approach.
First, Communicate. Talk to all the people you need to, get all the facts that you can so that you can Identify the problem. Sometimes allowing employees just to vent helps. *HR should always be a safe haven for employees to vent* Once you identify the problem – Act and address the issue. As an example, if there is a negative response to a recent change in the work environment – clearly communicate with employees. They may not be aware of the inner workings of the decision. With the information, a better understanding may occur.
The negativity in your workplace may be situational. Or, far worse, it may be chronic. Under any circumstances, it must immediately be addressed.
Unfortunately this negativity is impacting person:person communication, which ultimately impacts our ability to function as a cohesive team. Employees have become preoccupied with their personal agendas, their set of complaints, etc.
From the senior manager at the top of the organization to the support staff at the bottom, negativity exists. Negativity can be seen in attitude, outlook or a chorus of voices responding to a workplace decision that adversely affected them. In the earlier stages, we begin to see errors/poor work quality, personality conflicts, poor morale, absence/lateness issues. When negativity becomes intolerable, people leave.
Whatever the cause in any environment – it needs to be addressed. And quickly!
How can you manage it? Let’s use my CIA approach.
First, Communicate. Talk to all the people you need to, get all the facts that you can so that you can Identify the problem. Sometimes allowing employees just to vent helps. *HR should always be a safe haven for employees to vent* Once you identify the problem – Act and address the issue. As an example, if there is a negative response to a recent change in the work environment – clearly communicate with employees. They may not be aware of the inner workings of the decision. With the information, a better understanding may occur.
The negativity in your workplace may be situational. Or, far worse, it may be chronic. Under any circumstances, it must immediately be addressed.
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