What to do or not to do with negative co-workers

We all know them. Employees who often complain about difficult customers, slow systems, bad coffee and that one colleague who is still sick. If an employee speaks negatively about the situation at work and the signal is not heeded, the employee will not feel heard. As a result, the employee may get stuck in a pattern of complaining and eventually become demotivated.

By now, everyone knows that an unmotivated employee is less engaged and more likely to take sick leave. In addition, dissatisfaction with the work situation also increases the threshold for returning to the workplace. We also know that everyone needs personal, positive attention from time to time. This starts with starting the conversation; showing genuine interest in what motivates the employee or what leads to stagnation.

As a manager, what can you do in this situation or what should you leave out?

First of all, what not to do. The challenge is not to shoot straight into solution mode and offer all kinds of advice. You will ignore the underlying reason for the negative comments. Moreover, these solutions, which may work well for you, do not provide a solution for the employee. With reactions like "Oh, you don't care about that" or "Yes, that's just the way it is" the employee will not feel heard.

Engage in the conversation. Give feedback from yourself about what you notice and give a concrete example. Then put yourself in the world of the employee by asking questions and discovering what solutions the employee finds appropriate. And be open to the reaction, because the employee may ask you to change. Choose a good time for this conversation. A quiet time, without others there. For example, over a cup of coffee or take the employee aside for a short conversation. This will prevent a possible situation in which the employee does not feel safe. Follow up this conversation. Make specific agreements and follow up on them. If at a later stage there is not much to discuss, continue the conversation. In this way you show that you see the other person.

If you succeed in influencing or redirecting the negative statements, this will have a positive impact on the employee's motivation and certainly also on the colleagues around the employee. Ultimately, with the right dose of attention and by continuously engaging the conversation, you can positively influence absenteeism .

The Occupational De Arbodienst and De Arbodienst Advisors at De Arbodienst are happy to help you engage in this conversation to prevent absenteeism and create a healthy organizational culture. For more information, contact us without obligation.