Negativity ruining your revenue?

Learn About Workplace Negativity

Watch your employees and how they interact, body language can be a huge indicator as to how peopel feel about eachother. Observation will help you determine if there is a positive morale or if there are issues that could interfer with job responsibilities.

Diagnose Workplace Negativity

Once you find that there is an issue in your workplace, a good way to find out what is bothering your employees is to talk to them, find out what they want changed. I understand some employees are not going to want to speak up but encourage it because if they feel they cannot trust, or are scared there is another issue as well.

Below are Seven tips from Susan M. Heathfield on how to kick the negitivity in your work place!

1.      Provide opportunities for people to make decisions about and control and/or influence their own job. The single most frequent cause of workplace negativity I encounter is traceable to a manager or the organization making a decision about a person’s work without her input. Almost any decision that excludes the input of the person doing the work is perceived as negative.

2.      Make opportunities available for people to express their opinion about workplace policies and procedures. Recognize the impact of changes in such areas as work hours, pay, benefits, assignment of overtime hours, comp pay, dress codes, office location, job requirements, and working conditions. 

3.      Treat people as adults with fairness and consistency. Develop and publicize workplace policies and procedures that organize work 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’s.

4.      Do not create “rules” for all employees, when just a few people are violating the norms. 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.

5.      Help people feel like members of the in-crowd; each person wants to have the same information as quickly as everyone else. Provide the context for decisions, and communicate effectively and constantly.

6.      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.

7.      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. Suffice to say, reward and recognition is one of the most powerful tools an organization can use to buoy staff morale.