Barbara Brown, PhD shows managers how to improve employee performance by linking performance to results. Her E-Books contain phrases and examples for discussing performance, improving performance, and reinforcing performance. Her E-Courses provide strategies for motivating employees to cooperate and contribute.
Click on FREE STUFF at her website to download tools to manage performance discussions.
Website: http://www.LinkToResults.net
Email: Barbara@LinkToResults.net Blog: http://www.LinkToResults.net/blog
You have empathetically listened to your negative employee. You have tried to see things his or her way. But still the fault-finding and bad-mouthing continues. So what do you do? Try explaining the personal impact of their negativity. Consider these three ways:
1. Explain how negative comments lessen the employee’s opportunities for career advancement. The employee who finds fault in everything and everyone is not likely to be selected for top projects. People don’t want to be around negative people. That’s the case even if they agree with the fault-finding comments. Explain this to your employee the next time the conversation turns to the “bad” things that are happening.
2. Explain how negative comments decrease other coworkers’ willingness to work with the employee.The employee who complains about work is also probably complaining about workers as well. So why would a talented employee want to risk being the subject of unflattering comments? Your best employees will avoid such a person. Even average coworkers will be reluctant to help. When a partnering or teaming situation occurs, tell the complainer that a constant focus on “the negative” could impact the success of the relationship.
3. Explain how negative comments cause the employee to miss deadlines because of time spent “complaining” about work rather than “doing” work. Stopping to talk about what’s wrong with people, products, or processes takes time. So the employee who is constantly complaining cannot be delivering their highest quality and quantity of work. The result is probably missed deadlines and overlooked mistakes. Examine these instances and explain the impact that negativity has on productivity, errors, or service.
Even Negative Employees Want Something
Let’s fact it, you are going to encounter negative employees. For those employees, you could spend countless hours trying to figure out their point-of-view only to realize that the viewpoint will always remain negative. But even the most negative employees have things they want in the workplace. Your goal is to determine what’s important to them, then link negative comments and behaviors to things they care about. Consider these three possibilities.
- Related Videos
- Related Articles
- Ask / Related Q&A
- Employee Negativity – 3 Ways to Discuss Personal Impact
- How Negativity Spreads
- Why Employees Leave
- Employee Free Choice Act- to at Will or not to at Will That is the Question!
- Business Sabotage: How Negativity Can Make or Break your Business and Personal Success!
- The Power of Negative Thinking
- Concerned With Employee Wellbeing? Eight Things To Consider
- Career Advice: Five Career Advice Secrets for Being the Perfect Employee Everyone Wants on Their Team – Part 2
PPRA and the challenges in combating corruption
By: Dr.Irfan Ahmad | 27/12/2009Corruption in procurement is a serious issue in Pakistan. The formation of PPRA (Public Procurement Regulatory Authority) is the first sincere effort to take some control of the situation. The rules designed by PPRA provide a broad regulatory framework for transparent public sector procurements and are applicable to all public sector departments of central government. A strict compliance of these Rules can lead to a transparent and accountable process of procurements in public sector.
NNew Product Development Requires Fresh Perspective on ‘Creative’ and ‘Structure’
By: Robert F. Brands | 26/12/2009New product development can be a misunderstood concept. Is the “product” actually a product? Or can it be a process? Is it a mandate from the C Suite? Or can it be a suggestion from the factory floor, the retail showroom, the Idea Box or a customer tip?
How Good Clothing Racks Give a Better Shopping Experience
By: Tom Tran | 26/12/2009Clothes are one of the merchandise that people tend to buy most often. That is why it is wise for every store owner to think of innovative ways to display their apparel products to their customers. Using clothing displays to market your clothes has also come a long way in...
What is Automatic Data Capture?
By: Ray Feoli | 26/12/2009It's been called the "Supply Chain of the Future" and is being implemented by more companies to streamline business proficiencies every day. So although you may have heard of automatic data capture, you may be asking, "What exactly is it?" In this article, you will learn some of the main...
Reasons Your Records Should Be in Digital Format Rather Than on Paper
By: Ray Feoli | 26/12/2009During a time when digitally maintained records are an affordable and easy to implement solution to your document management needs, the real question should be, "Why WOULDN'T your records be in digital?" Let's go through some of the many reasons why your business would benefit by going digital with its...
Words Of Appreciation Can Make The Difference Between Loving Or Leaving A Job
By: Imelda Bickham | 26/12/2009Often employees leave jobs because they feel unappreciated. Employees need more than making a good salary and having a nice work environment: They need to feel appreciated for who they are and for their contributions. This article explains more.
What is the True Value of Your Store Inventory?
By: Ryan J Bell | 26/12/2009The goods that sit on your shelves and floor represent a major capital expenditure. In reality, it likely represents one of the largest expense classes on your books (though technically-speaking, it carries as an asset). Many independent outlets understand that carrying their inventory is dear. However, they realize it in...
Handling Employee Absenteeism
By: Mark Thomas Walters | 26/12/2009To deal with the issue of employee absenteeism, it is necessary to look beyond the surface of the issue, as there is no quick fix to the problem. Firstly, punitive measures are unlikely to work because there is always a way around them. Even if they appear to work with some,...
Giving Positive Feedback – 7 Ways to Make It Meaningful
By: Barbara Brown, PhD | 07/07/2009 | LeadershipWhen you give employees positive feedback, you want them to know that you value their performance. You also want them to repeat that performance. One way of doing that is to make sure your feedback is meaningful. This article offers a three-step approach for giving meaningful feedback and seven examples of ways to apply the approach.
Implementing Change – 3 Questions To Increase Employee Buy-In
By: Barbara Brown, PhD | 01/07/2009 | LeadershipWhen you introduce change in your company, you want employees to feel committed to doing their best to make the change a success. One way to do that is to explain how the change will benefit the staff, not just the company. Use the three questions in this article to manage the change discussion and gain buy-in.
Want Better Performance? Try Focusing On What Employees Want Reduced
By: Barbara Brown, PhD | 30/06/2009 | LeadershipOne way to encourage better performance is to link improvements to things employees want fewer of. These might include fewer customer complaints or fewer meetings. This article provides 10 things you can use to explain how performance improvement can lead to reductions in something employees want.
Motivating Employees: Use People Interests When Making Assignments
By: Barbara Brown, PhD | 24/03/2009 | ManagementSome employees like working alone while others crave a crowd. So why not use these “people” likes or dislikes as a motivation tool. How? By consciously looking for opportunities to allow employees to work with the numbers of people they desire. This article gives you four options for making such assignments.
Jumpstart Your Career By Using A Big Picture Approach
By: Barbara Brown, PhD | 03/03/2009 | Career ManagementAs you move up the corporate ladder, you want to demonstrate your personal competence and your organizational knowledge. This article shows you how to accomplish this by making a few small changes in what you say. It contains four strategies you can use to jumpstart or advance your career by showing superiors that you understand the Big Picture.
Increase Goal Commitment by Focusing on Positive Results for Employees
By: Barbara Brown, PhD | 28/01/2009 | ManagementIf you have started the New Year by setting or reaffirming some workplace goals, you need your employees to embrace those goals. One way to accomplish this is to show employees how doing what you want will help them achieve what they want. This article offers three ways to explain the benefits of embracing workplace goals.
Employee Negativity – 3 Ways to Discuss Personal Impact
By: Barbara Brown, PhD | 21/01/2009 | ManagementEven employees who constantly complain about work or workers care about certain workplace issues. Why not use those issues to encourage fewer complaints? This article gives you three ways to explain the personal impact of negativity.
Employee Performance Discussions – 4 Ways to Keep Focused on Work
By: Barbara Brown, PhD | 17/11/2008 | ManagementSometimes you have to talk to employees about what they say as well as what they do. You want to keep such conversations focused on performance issues, not personal perceptions. This article offers four types of performance discussions and ways to handle each.