Team negativity is a real problem – it doesn’t “just” make working less enjoyable, but it has real impacts on culture, productivity, and team success. There will always be negative comments made, frustration when things don’t go as planned, and issues between team members. Consider those like seeds that can plant negativity. Here are six things you can do to keep negativity from growing into a serious team negativity problem.
These tips start at the team level and branch out to our interpersonal interactions. And while you might think of these as leadership responsibilities, all apply with only a minor shift in context for teammate interactions too.
Set Expectations
If you want a more positive workplace, start by making that a stated goal. The concern with this approach is that people may feel they can’t share anything negative. Setting positive expectations shouldn’t serve to suppress or deny challenges, problems, and negativity. Instead, frame it as a recognition that things can be tough, but we can work through them rather than focusing on them.
Be Available
Nipping team negativity in the bud doesn’t mean denying it, but rather handling it and managing it before it grows out of control. This means people need to feel they can share their issues and concerns early – and have the chance to share them. This applies to leaders and making sure we are seen as available - and remember an “open door policy” is a challenge when people work virtually and literally can’t see the door, but applies to peers as well. Make time for people and interactions. It is in those moments that the seeds of negativity can be heard and weeded out.
Listen
Once someone is sharing their concerns and issues, let them be heard. Allow people to vent (more on when to stop the venting in a minute). You might not agree with their perspective or want to give advice or counsel, but don’t give in to that urge. When we stop and really listen, we will learn more about their perspective and they will feel heard (which helps counteract the negativity in itself). More than that though, when we can talk out our frustrations, it may reduce our negativity and put the situation in a better light.
Don’t solve or respond at first, just listen.
Observe
People won’t always come to you with their challenges and issues, that’s why we must remain observant. What are you reading between the lines? What has changed in the way people respond or interact? If you sense the possibility of frustration, anxiety, or other seeds of team negativity, be aware, be curious, and then…
Ask
Check in with people and ask them how they are doing. Don’t assume that there are problems (based on what you have seen) but acknowledge what you have observed. Then see if people want to talk about it, share, or vent. Asking is a way of becoming available and giving yourself the opportunity to listen.
Redirect to Accountability
Venting or sharing is fine. Repeating those grievances or shifting to blame of others is not. When that shift happens, team negativity may begin to grow beyond the original source. After you have heard what people have shared, it is time to redirect them and their thinking. Continued griping or complaining will not fix things (and likely makes things worse and spread the negative contagion). Shift that perspective by acknowledging the problem or issue and then ask accountability questions like:
- What can we learn from the actions that got us to this situation?
- What could you/we do to change it now?
- Who else could you/we talk to that might help us change it?
- How can you/we modify our expectations to adjust to this reality?
- What could you/we do differently next time?
Questions like these shift us from wallowing in negativity and prompt us to take ownership by acting to improve things. Not everyone will immediately see and take the opportunity to act, but if we as leaders, teammates and a team consistently listen carefully then redirect beyond the issues, we will be nipping team negativity in the bud – and improving the overall attitude of the team.
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