In turbulent times, one of the key challenges an organisation faces, is keeping morale within the organisation high and ensuring the team is motivated to ride the storm. However, this is easier said than done unless you identify the BAD apple that’s spoiling the whole bunch.
And what does this bad apple have that is so BAD? Negativity.
Negativity in the workplace can be contagious and affect your whole team. Negativity can manifest itself in a variety of ways, from poor employee performance or a bad attitude to not contributing to the team.
This behavior can affect other employees and the business’s bottom line in the below ways:
Morale: Misery loves company, and when the team is focusing on what’s wrong, it’s hard to recognize what’s right with the department.
Resentment: If the leader does nothing about a negative person, the rest of the team may grow to resent the leader, and in a wicked twist, become part of the negative element.
Turnover and Absenteeism: Other employees, some of whom may be the A players, won’t put up with the negativity, even if other aspects of their jobs are rewarding. They may not show up for work if they’re scheduled to work with a difficult employee, or even get to a point where they seek greener pastures. Now, the organization’s dealing with the cost of finding and onboarding new employees.
Client Dissatisfaction: If a negative employee deals with customers, watch out. They may not be giving the level of service that customers expect.
It’s time for a talk
If there’s an employee whose behavior is having a negative impact on the department, it needs to be nipped in the bud.
It is imperative to act fast because negativity can spread like wildfire. When talking to employees, let them know that the negative attitude is a performance issue. When they are disrupting the team, not contributing and affecting productivity, it’s as if they’re not performing their job responsibilities.
Discuss how their behavior affects the team, the company and their relationships. Be very clear about what’s expected – and outlined in your company policies – and make sure they understand what will happen if the behavior continues. Deal with negativity on a case-by-case basis.
An employee’s bad behavior may be a result of stress or personal issues.
Let them know that a change in attitude is being observed, and it’s having a negative effect on the team and company. Everyone wants their employees to be successful, and if it’s an issue that can be helped through the in-house employee assistance program, remind them it’s available.
What is acceptable behavior?
It is important that all organisations have an employee manual which, besides outlining business processes and mission and vision statements, also outlines a code of conduct that the organisation expects every employee to follow and uphold.
Once this is outlined and deemed “acceptable behavior” in the organisation policies, then it is no longer subjective or emotional. It becomes a performance issue.
Always, on a regular basis, revisit the organisation culture, core values and the employee handbook to make sure they speak to how the employees behave and treat others – including co-workers and customers. The organization’s core values could include things such as:
• Respect for the worth of the individual
• Commitment to high standards
• Contributing to the community
• Achievement through teamwork
Have guidelines for appropriate behavior such as professionalism, taking initiative and respect for others in the organization’s policies or employee handbooks. It becomes part of the company culture.
When the organisation handbook is taken out of mothballs and made into a living document, the employees will know what is expected of them. So, if they happen to get a little off course, HR will be able to guide them with support.
You got to walk the walk
As a business leader; it’s easy to talk the talk. The ownership, the top management, and all team leaders know what the company culture should be. But do we walk the walk? Do we truly imbibe our own, and the organization’s mission, vision and values? Time for introspection…