78. Addressing Poor Workplace Attitudes
How to turn negativity into motivation and engagement.
Imagine this - An employee constantly complains about management decisions, another openly resists company initiatives, and a third disengages from their work, bringing down team morale. Over time, you notice -
A decline in team motivation, as negativity spreads.
Reduced collaboration, with employees avoiding difficult colleagues.
Lower productivity, as engagement levels drop.
Higher staff turnover, as positive employees leave to escape a toxic work environment.
Negativity in the workplace isn’t just an annoyance—it’s contagious. If left unchecked, it can create a toxic environment where employees disengage, resist change, and foster resentment.
HR psychology tells us that poor workplace attitudes often stem from unresolved grievances, lack of recognition, or burnout. Employees who feel undervalued or unheard may express their frustration through negativity.
The challenge? How do you shift employee attitudes from resistance to engagement without creating further conflict?
The Solution – A Three-Part Approach - Identify, Address, and Transform
Handling workplace negativity requires awareness, direct intervention, and ongoing reinforcement of positive behaviours.
1. Identify the Root Causes of Negativity
Before addressing poor attitudes, it’s essential to understand their origins and triggers.
A. Recognise Common Signs of Negative Workplace Attitudes
Frequent complaints, cynicism, or resistance to change.
Increased conflicts or tension among employees.
Passive disengagement, including missed deadlines or lack of effort.
A noticeable drop in enthusiasm for company goals.
Red Flag - If negativity is left unchecked, it can quickly spread, affecting workplace morale and productivity.
B. Determine Underlying Causes
Are employees feeling undervalued or unappreciated?
Is there poor communication leading to misunderstandings?
Are workloads unrealistic, causing frustration and burnout?
Has a change in management or company policies triggered discontent?
HR Psychology Insight - Employees are more likely to express negativity when they feel unheard, overworked, or treated unfairly.
C. Assess Leadership & Organisational Influence
Are managers leading by example, or are they contributing to the negativity?
Are company policies clear, fair, and consistently enforced?
Is the workplace culture supportive, inclusive, and growth-focused?
HR Best Practice - Addressing workplace negativity starts with leadership—leaders who foster open communication and fairness help prevent negativity from escalating.
2. Address Negative Attitudes & Encourage Positive Behaviour
Once the root causes of negativity are identified, management must take action to address them fairly and effectively.
A. Foster Open Communication & Constructive Feedback
Encourage employees to voice concerns in a structured, respectful manner.
Hold regular team check-ins to gauge morale and address issues early.
Provide confidential feedback channels for employees to express grievances.
Red Flag - If employees feel unheard or dismissed, their negativity may escalate.
B. Address Problematic Behaviour Directly & Professionally
Meet with negative employees privately to discuss concerns.
Use a solution-focused approach, asking “How can we improve this situation?”
Set clear expectations for professional behaviour and workplace respect.
HR Psychology Insight - Employees who feel included in solutions are more likely to shift their attitudes.
C. Recognise & Reinforce Positive Contributions
Publicly acknowledge employees who bring positive energy and collaboration.
Implement recognition programs that celebrate teamwork and resilience.
Show appreciation for small wins, reinforcing positive engagement.
HR Best Practice - Employees who feel valued are more likely to remain engaged and motivated.
3. Transform Workplace Attitudes for Long-Term Engagement
Changing workplace attitudes is an ongoing process that requires consistent effort and reinforcement.
A. Create a Culture of Positivity & Inclusivity
Encourage team-building activities that strengthen workplace relationships.
Foster a growth mindset, where challenges are seen as opportunities.
Provide mental health and wellbeing support to prevent burnout.
Red Flag - If negative behaviour is tolerated, it will continue to undermine workplace culture.
B. Train Leaders to Manage Attitudes Effectively
Equip managers with emotional intelligence training to handle negativity.
Encourage coaching and mentorship for employees struggling with engagement.
Promote leadership accountability in maintaining workplace morale.
HR Psychology Insight - Employees mirror the behaviour of their leaders—positive leadership fosters a positive workplace.
C. Provide Opportunities for Employee Growth & Empowerment
Offer professional development and upskilling to keep employees motivated.
Involve employees in decision-making to increase their sense of ownership.
Encourage innovation and recognise proactive problem-solving.
HR Best Practice - Employees engaged in meaningful work are less likely to develop negative attitudes.
Reflective Scenario – What Would You Do?
A long-time employee has developed a consistently negative attitude, openly criticising management decisions and resisting workplace changes. Their negativity is affecting team morale and productivity.
Using the strategies above, you might -
Schedule a private meeting to discuss their concerns in a solution-focused way.
Reinforce positive expectations while offering constructive feedback.
Provide opportunities for engagement, training, or role adjustments to reignite motivation.
Follow up regularly to ensure progress and address lingering negativity.
By implementing clear communication, positive reinforcement, and leadership accountability, SME leaders can transform workplace negativity into motivation and engagement.
Golden Nugget - "A thriving workplace is built on positivity, engagement, and mutual respect. Addressing negativity with fairness and encouragement leads to stronger, more motivated teams."
By applying identification, direct intervention, and long-term transformation strategies, SME owners can turn workplace negativity into a culture of growth and success.