Team negativity doesn’t just make working less enjoyable. It has real impacts on culture, productivity, and team success as well. In a workplace, employees will always make some negative comments, frustration will arise when things don’t go as planned, and team members will have issues with each other. Left unaddressed, though, these seeds of negativity can grow into serious problems that spread throughout the organization.
Set Expectations
To achieve a more positive workplace, start by publicly stating that goal. The concern with this approach is that people may feel they can’t share anything negative. By setting positive expectations, managers shouldn’t aim to suppress or deny challenges, problems, and negativity. Instead, they can use those expectations to acknowledge that even though things can be tough, problems can be overcome by working through them rather than by focusing on them.
Be Available
Handling team negativity and managing it before it grows out of control means acknowledging people’s need to share their issues and concerns early—and to give them the chance to do so. Leaders must be sure they are seen as available. (They should also remember that an “open door policy” presents challenges both to people who work virtually—and literally can’t see the door—and to peers). Making time for people creates moments when the seeds of negativity can be heard and weeded out.
Listen
Once someone is sharing their concerns and issues, it’s important to let them be heard and allow them to vent, even when the listener doesn’t agree with their perspective. Rather than offer a rebuttal or try to give advice to solve the problem, just listen. Learning more about someone’s perspective will help them feel heard (which in itself helps counteract the negativity). Talking out their frustrations can reduce someone’s negativity and help them see the situation in a better light.
Observe
Because people aren’t always forthcoming about their challenges and issues, leaders must remain observant, read between the lines, and look for changes in how people behave or interact with each other. A manager who senses the possibility of frustration, anxiety, or other seeds of team negativity should follow up on them right away.
Ask
Check in with people and ask them how they are doing. Rather than assume that problems exist, a leader should acknowledge what they have observed, then see if people want to talk about it, share, or vent. Asking is a way to be available and to create listening opportunities.
Redirect to Accountability
Venting or sharing is fine—but repeating those grievances or shifting the blame to others is not, because such constant complaining can spread team negativity beyond the original source. After hearing what people have shared, a leader should work to redirect them and their thinking. The first step in changing their perspective is to acknowledge the problem or issue, then ask questions that prompt them to stop wallowing in negativity and instead own the situation and take action to improve it.
- “What can you learn from the actions that led to this situation?”
- “What could you do to change it now?”
- “Who else could you talk to who might help you change it?”
- “How can you modify your expectations to adjust to this reality?”
- “What could you do differently next time?”
Not everyone will immediately see and take the opportunity to act. But leaders who consistently listen with care and redirect their team members to adjust their outlook, look beyond the issues, and take action will have more success at nipping negativity in the bud—and improving the overall attitude of their teams.