Work can’t be all fun and games. If it were, then nothing would ever get done! But it takes more than fun and games to keep a positive culture growing in your company. So, how do you find that perfect balance between rules and trust? How do you keep your employees from resenting the company? Are these things even in your control?
While you can’t control others’ emotions, you can control some external forces that cause workplace negativity. As a leader, you have significant influence over workplace culture. Your team is looking to you for policies that resonate with your mission and positively impact the team.
But positive company culture, like trust, can be lost in a moment of workplace negativity. If workplace negativity goes unchecked, it could infect the company, creating corporate distrust and decreased productivity. It happens quickly, and, if not handled immediately and correctly, many employees could fall victim to this. It’s easier to prevent negativity in the workplace than to undo an attitude rooted in your company culture.
Causes of Workplace Negativity
Workplace negativity is a broad term that encompasses several different forms.
One of the most common forms of negativity is complaining. Complaints can stem from underappreciation, burnout, being underpaid, or a lack of motivation. These are all factors to consider when identifying complaints in the office.
There is a difference between giving your employees the space to speak their minds and having an overall theme of negativity in the office. However, when employees come to you with an issue, make sure they feel heard and understood. As a leader, remember that some employees are too intimidated to come to you, so they feel safer speaking amongst themselves.
Implementing healthy policies and setting an example of positivity in the workplace are important. But how do you do it?
Create a positive work environment
The first step to stopping workplace negativity is to create a positive work environment. Creating a positive company culture enhances productivity and boosts employee satisfaction. When you have a place where employees feel valued and encouraged, they will be more productive and willing to be team players.
Be intentional about the policies you set, prioritize training, and put an end to one-way communication. Think about what your employees will benefit from most and invite trusted team members into the conversation.
Don’t be stingy with your compliments. If a team member does something worth noting, share it with the team! Creating this consistent flow of communication and encouragement motivates others to work hard.
Your team is looking to you to set the precedent for a positive work culture. Whatever your attitude is, employees will mimic it. If you say that the work policies aren’t good, they’ll say the same thing. Being positive doesn’t mean you have to lie or cannot be authentic with your team. If there are poor work policies, find solutions instead of creating additional problems.
Think of ways to uplift your team and create a positive attitude at work.
Mutual Trust & Respect
Every healthy relationship is built on trust. However, trust is not something that simply happens overnight, nor is it an organic understanding between you and your employees. It is something you have to be intentional about and have to work for.
Employee motivation decreases when a company does not trust its team. There is a lack of motivation and engagement because employees don’t see the point of working hard if you do not trust them.
Prove you trust your employees by keeping them informed on important decisions and encouraging them when they have successful breakthroughs.
Empower your leaders in each department to lead their team. While training a new team member requires micro-managing, someone who has been with the company for several years does not require the same attention. Trust the leaders in your company to lead efficiently and effectively.
When you give your team space to grow and learn, they will fill that space. Give them responsibilities and ownership of projects. Let them lead meetings. Don’t give out all of these tasks all at once. But slowly relinquish your control. The more your employees prove themselves, the more you can trust them.
While you give out more responsibilities, recognize that your employees are more than your employees; they are human, just like you. As a leader, show you care for your team beyond their occupational capabilities. Your employees will feel listened to, trusted, and respected. In turn, they will treat you in the same way.
Open communication in the workplace is not sharing your deepest darkest secrets with your employees. Regarding company culture, it includes communicating about project deadlines, company decisions, and employee policies.
Your employees don’t necessarily need to be in the room when you make important decisions for the company. Still, you should consider their opinions and keep their best interests in mind. Once you announce a decision or change company policies, you should communicate why you made this decision.
If you explain your decision-making process, your employees will know that you do not make changes lightly but instead put a lot of thought into it, not just for the company’s benefit but for theirs as well.
It’s okay if your employees don’t love every decision you make. However, if you back up your actions with logic, they will respect you more.
Create an open-door policy. How can you identify that there is a problem if no one tells you? If someone brings something to your attention, don’t turn a blind eye to it. Consider what they said and the possible solutions.
Encourage consistent feedback from your employees and reward that feedback. When you put an end to one-way communication, you clear the path for honesty and trust.
Make it a priority to exercise open communication with your team. They will respect you for it, and your workplace will thrive because of it.
CCA Cares for You
Company policies and culture can cause workplace negativity. However, your employees’ home lives could also affect their attitude at work. On average, most people spend about 90,000 hours at work in their lifetime. It can be challenging to leave personal issues at home and focus solely on work.
As a leader in the workplace, it’s nearly impossible to attend to every employee while simultaneously doing your job. If you run a large company, maybe an open-door policy may not be realistic.
At Corporate Chaplains of America, we prioritize you and your team. Whether your employees are in crises or just need someone to talk to, your Corporate Chaplain is here to listen, provide guidance, and walk alongside your team.
Our chaplains are available 24/7 for you and your team. When your employees have someone to talk to, it can automatically transform the workplace environment. We’re here to help, so you can run your business effectively and create a positive working environment.
Contact Corporate Chaplains of America today to learn how to get rid of negativity and provide the care that your team needs to thrive in the workplace and at home.