We’re all human. Even the most stoic among us have emotions, positive or negative. Inevitably, despite some of our best attempts at compartmentalization, those highs and lows of emotion find their way into the workplace. Work can thrive on swells of positivity, but bouts of negativity pose a serious threat. Occasional negativity is natural, but if your workplace is constantly enshrouded by negative employee talk, that’s a problem.
People don’t work solely for money—ideally, they expect work to provide them with a sense of fulfillment and purpose. They use it as a gauge to evaluate where they are in their lives. The workplace is also the place employees expect to spend the most time outside of the home. So, if an employee comes day in and day out to a workplace that is always clouded by negativity, that individual’s sense of wellbeing is at risk. Morale declines and mental illness becomes a growing concern, leading to its own slew of health risks. Suddenly, good employees you expected to stick around are leaving because of the toxic environment, increasing turnover.
You don’t want your business to be that business. The good thing is, it doesn’t have to be.
It’s important to remember that there is no “one size fits all” solution to negativity in the workplace. Still, we’ve identified some strategies you can implement within your organization that are likely to prove helpful. Take the time to consider the list below to give you and your employees an essential pick-me-up.
Since it can be difficult to change a specific employee’s attitude, begin looking for issues while you’re still in the interviewing stage. Pay attention to a candidate’s attitude and temperament in addition to their qualifications. Sometimes it’s far easier to hone develop an employee’s skillset after onboarding than it is to change their attitude once they have started.
7. Talk During Onboarding.
Discuss expectations and responsibilities during onboarding, but also check in with employees every few weeks to see how they are feeling about work. Short conversations with employees can catch problems early-on, letting you step in before problems grow and become difficult to manage.
Lastly, your employees shouldn’t feel as if they can never say anything negative. Constant negativity is a problem, yes, but it’s also important for your employees to feel as if they can speak their mind. You want your workplace to be genuinely happy instead of employees remaining silent about frustration. It’s a difficult task, but with time and concerted effort, your workplace can become the positive, open environment it should be.
Negativity in the workplace can erode morale, hinder productivity, and increase turnover. By proactively addressing the sources of negativity—such as poor communication, lack of recognition, or unclear expectations—employers can create a more positive and engaging work environment. Implementing strategies like regular feedback sessions, employee recognition programs, and open communication channels can help in building a culture where employees feel valued and heard. A positive workplace culture not only enhances employee satisfaction but also contributes to the overall success of the organization.
Looking to transform your workplace culture and reduce negativity? Axcet HR Solutions offers expert guidance and resources to help you build a more positive and productive work environment. Visit axcethr.com to learn more about our comprehensive HR services and how we can support your organization's growth.
Written by
Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years.
As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow.
With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges.
Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, payroll administration, and employee risk management.
Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce.
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