As leaders, we can only hope every employee will be positive and contribute to the goals and mission of the company. Unfortunately, that is only a dream, because there will always be some employees with negative attitudes who hold the team back. Though it can feel like an uphill battle, there are many things that leaders can do to change these negative behaviors for the better.
Why Negative Attitudes Need to be Addressed Quickly
One of the worst mistakes you can make as a leader is not to address negative behavior. It can have several adverse effects on your organization. Bad attitudes spread like a virus, and the only way to stop them is to tackle them head-on. Some of the impacts of negative attitudes include:
Decreased Performance
One of the most dramatic effects of an employee’s negative attitude is poor work performance. Negative employees tend to be less focused and motivated, which can lead to a decline in productivity or even missed deadlines. These employees can become barely competent, and it can be difficult for them to accomplish even the most basic tasks. Other employees will also take note of an underperforming employee and may be affected by the negativity.
Poor Team Dynamics
Another negative impact of a bad attitude is a toxic work environment. Negative employees can spread their cynicism and anger toward other team members, leading to conflict and tension within the office. Misery loves company, and negative employees often try to pull others into their circle of unhappiness and poor work ethic.
Loss of Morale
When others on your team are affected by negative attitudes, it can also have a detrimental impact on morale. This could mean that other employees become discouraged and lose motivation, which could ultimately harm the team and organization. Soon, it can become uncomfortable for you or others to be around the employee.
The Leader’s Role in Changing Negative Attitudes
As a leader, it is your responsibility to promote positivity and teamwork within your team. This means that you must take action when faced with negative behavior to prevent these adverse effects from taking hold. Some of the key steps you can take include:
Communication
Never underestimate the importance of effective communication with employees. Sometimes, this involves having difficult conversations about poor attitude. You should set clear expectations for your team, and be open to feedback so that you can address any issues as quickly as possible. Employees will often respect you more for being direct and honest about their behavior.
Underlying Issues
Sometimes, negative attitudes come unexpectedly, and as leaders, it is important to look for the root cause. For example, if an employee is having trouble with a project, you may want to ask about the cause of this struggle. It could be that they need more training or resources, or perhaps there is another underlying issue that needs to be addressed.
By figuring out and addressing these issues, you can help your team members regain their positivity and focus on their work. It could also be a personal issue such as a divorce or health issue that causes the problem. If you build a culture of trust and communication, employees will be more willing to share these concerns and address them together.
Validation and Support
Another key step is to show support and empathy for employees who may be struggling. Avoid making assumptions about what they are going through or why they are acting a certain way. Employees look to leaders for support and guidance, and it is important to show that you are there for them.
Be Specific
Telling employees they are negative in a roundabout way without providing examples will not change much. Instead, you should focus on specific behaviors, and use a calm approach when doing so. You may want to start by praising the positive traits of the employee and then move into discussing areas where they can improve.
Use Inclusive Language
Never underestimate the power of language in mitigating negative attitudes. Using inclusive language when addressing problem areas will help employees feel valued and respected. This could be something as simple as using “we” rather than “you” when discussing the issue at hand. Help the employee understand that you are one team working toward the same goal.
These are just some of the qualities that leaders can possess to help tackle negative attitudes.
Is it Too Late for Negative Employees to Turn Around?
The good news is that it is never too late to change a negative attitude. Even if you have been dealing with an employee who has been struggling for some time, there are still steps you can take to help them adopt more positive behaviors.
- Lead by example. As a leader, it is important to set a good example for your team by fostering a positive and supportive work environment. This can be done by modeling positive behaviors, like being respectful and honest with your employees or simply bringing positivity and energy to the team.
- Be direct. Lean into the issues instead of walking away from them. You’ll be much more successful in addressing negative behavior if you tackle it head-on and provide clear, actionable changes that can help the employee improve.
- Support. Negativity often stems from feelings of isolation and lack of support. This means that you should reach out to employees and offer your help when they are struggling or dealing with a difficult situation.
- Set realistic goals. You can’t expect a negative employee to be back to “normal” within a day, week, or even a month. Celebrate small wins and constantly provide positive reinforcement.
- Show empathy. We are all human beings, and as a leader, you have to be able to see things from the employee’s point of view. While you’re trying to create a positive change in their behavior, be mindful that there may be more going on than meets the eye.
What Leaders Should Do if Negative Behavior Doesn’t Change
If you tried all of the steps above with no success, then it may be time to re-evaluate the situation. It is important to approach the issue carefully and with respect, as you don’t want to further damage your relationship with the employee in question.
One possible solution is to have a conversation with the employee about their career goals and what they are looking for from their job. This could help you determine if the employee is the right fit for the role.
Another solution is to seek out feedback from others on the team. You may find that there are other factors at play, such as a toxic work environment or lack of support, that are contributing to the employee’s negative attitude. If this is the case, you can start by addressing those issues and seeing if it helps improve their behavior.
Termination should be the last resort. However, it may be necessary if you have done everything you can and the employee shows no signs of changing their behavior. At this point, it is important to be fair and respectful as you sever ties with your employee. Remember that even though things may not have worked out in this particular situation, there is always the potential for them to turn things around in a different role or environment.
Start Turning Around Negative Behaviors
As leaders, we are constantly facing challenges in the workplace, especially when it comes to dealing with negative attitudes. Although this can be a difficult and frustrating situation, there are steps you can take to help turn things around. Happy employees in the workplace will create a harmonious work environment that is productive, engaging, and fun!
