10 Innovative Ways To Minimize Workplace Negativity

Minimize Workplace Negativity
Reading Time: 5 minutes

For the success of any organization, it is important to avoid any kind of negativity. If it remains unchecked, it would spread fast and can cause significant loss to productivity. The HR manager should take regular feedbacks about various aspects of work to detect it as soon as possible. The management should know how to minimize workplace negativity.

When employees are not satisfied with the firm for various reasons like overwork, lack of recognition, or unfair treatment they underperform. When people have all the necessary resources and their needs are taken care of, they stay motivated. If there is a negative attitude performance gets stuck at a bare minimum. This can sometimes bring in losses too.

The company needs highly motivated people who work hard for achievement and their job roles. When people feel optimistic at their work, they take initiative and the firm prospers through innovations. Processes run smoothly and there is more time for better production. While there is negativity among the staff, more time is invested in dealing with it and solving issues. That can be easily avoided by keeping negativity in check. Below we listed 10 ways to minimize workplace negativity-

  • Listen to Employees

Always listen to what employees have to say. When an employee feels demotivated or is unsatisfied, it impacts their performance. Be quick to identify such individuals and encourage them to speak up. If negativity in a single person stays unaddressed for a long time, it soon starts to spread through other employees. Invite such a person in a private conversation and try to identify the reason. Management may think their decisions are good for the organization. But the real impact felt by the staff may be far from the imagination. Ask them if it is any of the company’s policies, rules, expectations, benefits or salary is bothering them. Make them feel heard. Offer a non-judgmental audience to understand why they feel motivated. Seek a suggestion if they have any in their mind. Employees know the workplace better than the owner and can offer valuable information.

A unanimous survey or get a suggestion box installed. That can make people feel safe to express their concerns and emotions. They get a chance to voice any type of issue that has the potential to drag down their performance. The firm can take action before it has any negative impact on productivity or work culture. Using supportive sympathizing language with them encourages them to talk freely.

  • Show Trust

The managers must trust the teammates. Make sure that you hire the right candidate with the caliber of the job responsibility. Those who can learn what is necessary during the hiring process. Employees must feel that the organization trusts them to successfully do their duty. Constant monitoring sends messages of doubting one’s ability to do anything without supervision. When staff feels that there is faith in their competence, they are likely to perform better. They also put more effort into the greater achievements. Mistrust can be sensed easily, it demotivates and spread negativity. Employees must feel respected for their contributions. It keeps away doubts and fear and encourages greater involvement in work.

Importance Of Employee Mental Welfare

  • Acknowledge Efforts

Not getting recognition can be a demotivating factor and should be always avoided. When someone works hard at something it always feels good to get recognition. It motivates them to work harder in the future. It boosts morale and increases the sense of value. Credit should always be given to those who deserve it. The organization needs people who are motivated and shows greater involvement. To inspire initiatives, they must know that their work is appreciated. Various small and big achievements need to be recognized. An employee recognition program can be a good way to make sure that achievers get the credit. The efforts can be acknowledged with verbal praise, awards, or some monetary rewards.

  • Give Equal Treatment

The work environment should be unbiased. Experiencing bias grows resentment among employees. They lose respect towards their superiors and organization. It develops a negative attitude towards work and colleagues too. This not only hampers the productivity of one employee but also those who connected with them. All the policies and criteria for various programs should be communicated to everyone. The evaluation standard should stay the same for every employee. Regular meetings and open communication can make people more involved. Provide clarification whenever necessary. Listen to the complaints and grievances carefully. Give valid reasons for the decisions that are taken. HR managers should design a process to report a workplace bias if they felt any. Design evaluation standards that do not exclude anyone.

  • Open Communication

There should be an open communication policy in the company. It is a great solution to workplace negativity. It makes employees feel free to voice their opinion and resentment. That avoids the build-up of negativity at the workplace. Communication with team members, managers and higher management makes employees feel motivated. They harness an optimistic attitude and work harder. There is quick feedback and if issues arise, they get solved quickly. It also encourages friendly and helpful culture among the co-workers. When there are good interpersonal relationships it also indirectly contributes to better productivity.

  • Positive Work Culture

A positive environment at work keeps employees happy and motivated. It boosts motivation and productivity. The optimistic attitude avoids resentment. It decreases employee turnover which can save major costs. The workforce is likely to develop good relationships and mental health. These employees are likely to stick in the firm during times of crisis. They focus on solving problems and work hard towards their goals. Develop a healthy environment through feedback, recognition, team-building activities, and open communication. Ask for opinions and suggestions for the decisions that will directly affect them. It can bring in some really good profitable suggestions.

  • Support Growth

Everyone wants advancement in their career and to keep learning to stay relevant in today’s fast-changing world. When employees feel stagnant in their careers they lose motivation. They are likely to look for better opportunities in other companies. It increases the employee turnover rate. During onboarding tell them about all the opportunities that exist presently in the firm and how they can achieve their goals. Assign a mentor to train them for their daily responsibilities. Ask your team about what kind of training programs can help them at their work. Get professional trainers to develop various soft skills as well as managerial skills. It will make them feel important and empowered. They will be motivated to work harder in their present role and stay in the organization longer for advances in their career.

Diverse & Inclusive Workforce – Quick Checklist to Sustain it

  • Keep Transparency

Transparency is important to gain trust from the employees. When they do not feel included or that the firm is keeping secrets for some reason, builds mistrust. It spreads negativity. The workers should know about all the policies and regulations. It helps them work better. Inform them about major changes in the organization because some way or other they are going to be affected by it. There are many ways to find out, but employees should get to know about the company’s financial position internally. They feel being by doing so. People also put more effort and try to come up with solutions when they know about the problems. The staff shows more engagement and often take initiative when they feel included.

  • Understand Needs

When the employees’ needs are ignored, they lose interest in the work. They do not feel any sense of loyalty, and output suffers. It is very important to understand the needs of employees. Encourage them to talk about any issues they face at the work. Find solutions that help them to work better. Care about the needs of the workforce. Provide them with all the necessary assistance and flexibility. It increases the trust and inspires them to work harder.

  • Decision Making

Give the staff member sufficient resources and authority to make decisions related to their work. This eliminates the need of involving superiors at every step and avoid possible frustration. They feel confident at their work. It brings down managerial load. The problems get easily tackled. It develops a sense of capability which translates into increased productivity.


The workplace negativity can harm the output of the entire company. It does double damage by reducing individual productivity plus more time is consumed to tackle it. It is clear that when it comes to negativity in the office, prevention is better than care. Use above mentioned tips to reduce workplace negativity. Make the work environment optimistic and supportive. Establish a culture of open communication and fairness. That encourages people to talk about any kind of problem. Give them a sense of empowerment by training, resources, opportunities, recognition, and authority to make decisions. It encourages them to work harder and keeps resentment and dissatisfaction at bay.

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