Do This to Manage Negative Attitudes and Still Have Productive Meetings

AUSTIN, Texas - Dec. 12, 2016 - PRLog -- If you are a manager, you've probably experienced at least one of these scenarios:

• You or one of your top performing sales employees just uncovered a new market opportunity for the company, and you can't wait to share this hot lead with your team.
• You or one of your product planners returned yesterday from an international trade event, bristling with new ideas based on the latest trends in your industry.
• You or one of your operations staff attended a short, management course in one of the following topics: Management by Objectives, Setting SMART goals, How to employ Best Practices, or a Six Sigma certification class — and now you want to implement what was learned right away.

But then, when you make your presentation to the team, the discussion goes off track almost immediately.

Instead of a measured discussion of the pros and cons of a new idea, concept or opportunity, one of your employees starts to sway the opinion of the group, with harsh negative remarks like these:

• "Oh we tried that 10 years ago, and it was a complete failure."

• "There's no way we could pull that off with our tiny budgets, we are way too small."

• "Here we go again with more fire drill changes that won't make a difference by this time next year."

"What just happened?" you ask yourself. Is it possible that one person can derail an idea even before a real discussion can get off the ground?

The answer is yes (possibly).

It's quite possible that even one single employee with a negative attitude can spread their negativity across the organization, resulting in wasted time, loss of more productive employees electing to go elsewhere, reduced company morale, and diminished growth and profit expectations.

Part 1: How to Handle Negativity as a Manager
When you encounter negativity on your team, as a manager, you need to take action. Here are some concrete steps can use to take back control and change the situation.

1.  Check yourself.  As a Manager, are You Overreacting or Being Too Sensitive? Does the Problem Lie with Yourself?
In the rhetorical question above, we asked if it was possible for one single individual to be the source of negativity.

Now we have to ask a very difficult question… are you the one who is contributing to the negativity on your team?

Take a moment and step back: are you guilty of criticizing, interrupting, judging, and being condescending to your employees? Have you played favorites or passed judgment without the facts?

2. Check In with Your Support System
If your gut-check says you are not the source of the problem, then it's a good idea to make contact with some of your trusted colleagues or mentors.

Had they seen the same problem in the workplace? What is their opinion?

3. Choose Your Battles Wisely
If your trusted colleagues confirm your suspicions that an individual or group of individuals is the source of negativity in the workplace, then you have to think about a corrective strategy.

Ask yourself if this was a one-time situation which could easily be overlooked, or if it's the beginning of a behavioral trend that could spread throughout the organization.

Is now the right time to act or is it better to monitor the situation further?

4. Stay Positive. Avoid Being Drawn Into Drama.
Negativity in the workplace can oftentimes play out like an emotional drama.

If a person's negative behavior is irrational, there's no point in trying to argue with them about their viewpoint.

Instead, stays focused on the positive and remain optimistic. This will help provide guidance to your other team members.

5. Understanding the Root Causes of Negative Behavior
Negativity can sometimes be deep-seated and difficult to change.

Some psychologists think people who constantly express overly negative thoughts actually have an underlying unmet need for appreciation and acceptance. They also seem to suffer from a fear of rejection.

6.  Field Guide to Negative Behavior in the Workplace
When assessing negative behavior in the workplace, there are two broad categories: aggressive and passive negative behavior.

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