Is negativity forming on your team?
Being in the search business, people will often call me out of the blue because they suddenly feel like that can’t handle their jobs a moment longer.
Maybe they were overlooked for a promotion that they felt should have been theirs, maybe their boss’ micromanaging has now become intolerable, maybe their bonus was not even close to what the candidate was expecting, maybe the corporate culture has become toxic, etc…
In one form or another, negativity is the route of the issue.
Sometimes negativity develops as a result of behavior from people at the top or the organization, other times it is caused by the actions of a rogue manager.
There are many quick responding and pro-active human resource departments that prevent this type of negativity but there are still far too many companies where enforcing appropriate culture is still non-existent.
Tips that will help you minimize workplace negativity.
Provide opportunities for employees to have input. The old “suggestion box” is not as outdated as you may think. There are a number of companies that still fail to ask their employees how they can improve, whether it is through policies or procedures. Employees are your feet on the street and if they feel that they are being heard, they will drive through walls for an organization.
Recognize the impact of changes in areas such as work hours, pay, benefits, assignment of overtime hours, office location, job requirements and working conditions. Changes to any of these areas can cause serious negative responses that will disengage an employee or employees. Timely, proactive responses to questions and concerns are essential to show empathy.
Treat employees with fairness and consistency. Develop and publicize workplace policies and procedures that organize work effectively.
Treat your employees as being trustworthy and worthy of your respect. The companies that I witness having the highest rates of employee turnover almost always have an issue in this area. Don’t get me wrong, I like having these companies around because they are a great place to steal good employees. These employees will always take my call!
Do not create rules for all employees when just a few people are violating the norms. You want to minimize the number of rules. Treat people as adults.
Help people feel included. Don’t let some employees feel like they are the last to know something. Provide the context for decisions and communicate effectively and constantly.
Provide appropriate rewards and recognition. Companies that do this regularly, consistently get the most from their employees on a yearly basis. When someone is not recognized, they are less likely to go that extra mile the following year, or even worse, they will move to a company that does recognize their work and initiation.
Farewell,
Mike