Article: Seven ways leaders can reduce workplace negativity

Life @ Work

Seven ways leaders can reduce workplace negativity

Here are a few things to keep in mind to make your office a positive and fun place to work.
Seven ways leaders can reduce workplace negativity

Few things are more perilous to the employee morale than persistent workplace negativity. Not only does it create disengagement, but it also saps the energy of an individual, diverts him from work and impacts his productivity. Negativity in the attitude, outlook, and talk of employees is the general outcome in a workplace that is reeling with insidious issues. 

For any organization, it is essential that its workforce is engaged and feels positive about the work environment. And this is only possible when leaders curb workplace negativity and prevent it from occurring in the first place. While it’s not uncommon for companies to witness an aura of antagonism sometimes, here are a few tips that can help to minimize the negativity around:

1. Reward employees well: 

Offering adequate reward and recognition to your employees is important. It not only inculcates a feeling of belonging but also shows that you value their contribution. The influence of the right rewards and recognition system on boosting employee morale is considerable and should never be overlooked.

2. Communicate clearly and consistently:

Uncertainty can lead to fear and negativity in the workplace which is why it’s essential to have clear-cut communication across the different levels of the organization. Keeping the top-down messaging and communication consistent will lead to employee confidence. Consistent communication among teams is vital for the seamless operations in teams and to boost productivity.

3. Provide avenues for growth: 

Team members who are engaged in their jobs and are optimistic about growth prospects are less likely to harbour negativity towards the workplace. To help enhance employee satisfaction, it is important that there is clarity on the career ladder for role advancement for employees. This helps boost retention rate and inspires an engaged workforce. 

Employees who feel their contribution is valued and appreciated are sure to have higher trust levels in the management.

4. Hire a culture fit: 

If recruits find themselves out of place and in the new work culture, they will have trouble adjusting and may become unproductive. That’s why it’s important to hire people who fit into the work culture and resonate with the values and principles of the organization. So, recruiters should orient to the potential recruits regarding the work culture and probe them about their comfort and preference for such an environment.

5. Treat Employees fairly:

Every individual expects and assumes to be treated fairly and without any judgment bias at the workplace. However, it’s not unusual for employees to scrutinize their management personnel for signs of unfairness or bias even if they find their managers naturally clicking with a few colleagues more.

In this context, the manager must exercise caution and stay away from favouritism. Such behaviour can lead to resentment and disinterest among co-workers and create negativity in office. Conversely, when fair treatment and equal opportunities are provided to all, employees are happier and more productive.

6. Give and elicit regular feedback:

Supervisors must acknowledge the power of giving regular feedback. An Employees' performance is liked with the vision of the organization. And to make sure that he/she is on the right track, timely feedback is a must. Besides, a feedback session also gives a worker the platform to voice their issues, expectations, and ideas. An occasional boost or appreciation during feedback plays a great role in signalling the employee that their hard work is appreciated and any good work does not go unnoticed with the company leadership.

Organizations must provide all employees with avenues to offer suggestions, express their ideas and partner in the decision-making process.

7. Overwork isn’t cool: 

When employees are overworked, they aren’t just disengaged; they are also unproductive. So, every manager should define tasks and priorities clearly and ensure that they are realistic and achievable. Encouraging team members to work harder for their goals is a good thing, but burning them out isn’t. Overworked employees aren’t happy to take steps to reduce their workload. A delegation of responsibilities and clear setting up of expectations helps to structure the tasks for every worker and avoid overwork. 

Read full story

Topics: Life @ Work, Culture

Did you find this story helpful?



How do you envision AI transforming your work?

People Matters Big Questions on Appraisals 2024: Serving or Sinking Employee Morale?

LinkedIn Live: 25th April, 4pm