With emerging everyday trends in a company, employees feel burdened to compete and accomplish expected tasks. At times, they fall back on their deadlines. Other times, disconnection and demotivation replace poor time management. This opens a need for ways to minimise workplace negativity for HR professionals with constructive research and experiential knoweldge.
Otherwise, these reporting managers and human resource professionals have to stand answerable to the management. They have to know why negative and unproductive behaviour is occurring in the workplace. Because negative emotions lead to underachieving or destructive habits.
Instead, employees with a negative perspective of their work tend to leave the job early, show up to work late, do not finish their KPIs, and create an unfavourable work environment.
In the purview of all setbacks, HRs must acknowledge differentways to minimise workplace negativity. Only then there could be a positive change with growing opportunities for employees to excel and promote.
The most favourablesolution over workplace negativity is to listen to employees and their concerns. That’s one of the benefits of having an HR and grievance redressal system in the organisation.
Employees spend 8+ hours approximately every day at their workplace. That is 1/3rd of their day. They meet multiple people from various other notions and perspectives during that period.
Some employees’ behaviour might trigger a chain reaction of negative habits and thoughts. However, HRs must actively take part in weekly counselling for such people. If need be, there could be a daily session too. That’s only for emergency or urgent cases.
HRs have to monitor the impact of these sessions on their workers.
When employees know they are being listened to with great value and respect, their unsatisfied attitude toward the workplace mellows down.
HRs and reporting managers are responsible for training their employees into having an entrepreneurial mindset. After all, today’s generation’s needs for excelling in their particular jobs and key responsibilities demanded from a position.
There is no time and culture for micromanagement anymore today. But some employees find it hard to understand. They always need a guiding hand till they mature enough. Therefore, inviting employees, good performers or otherwise, is always a good practice.
Because when employees actively participate in projects and reshape their deliverables, they use their creative minds. They come up with fresh ideas. Later, they develop the skill to evaluate what is feasible compared to the ideas which are not.
With repeated decision-making episodes in the firm, employees grow a mindset for creating new ideas. Their intellectual mind develops and shifts to more positive habits than negative ones.
That’s why it’s one of the most prominent tips to reduce workplace negativity in this listicle.
Anotherway to minimise workplace negativity is to boost the trust factor between teams and employers. Ultimately, employees are working with a senior or super senior. Those themselves are answerable to C-level executives and management of the company.
So, the teams should use platforms likeuKnowva HMRS and social intranet to build trust. For example, using the SI on uKnowva, any employee can directly contact the concerned person – keeping their RMs or TLs in the loop.
So, the scope of bias or manipulation already reduces. In case of ambiguity in project deliverables, management can directly reach out to the concerned employee at once.
It puts pressure on the mid-level management too. Majorly because there is now no barrier of communication between different levels present in the organisational chart.
This way, each employee learns to take their job role more seriously and indulge in more trustable communication. If that happens, eventually, the trust and credibility factor improves between teams and employers.
Employees return to workplaces that are more productive and growth-oriented. They know they have a scope of excelling their talents in such a company culture.
To support your top-performing and high achieving employees’ growth in your company, you can help them learn or relearn new skills. Afterwards, you can assign them newer projects based on those skills.
This way, they would not have time to indulge in negative workplace habits or emotions. Employees will pay more attention to what new they can achieve and learn in the company and grow their professional portfolio.
Recognition is the key to bringing more positivity to your existing company culture. So, when learninghow to minimise workplace negativity, pay close attention to this point.
When the company fails to acknowledge outperforming employees’ efforts, they feel disconnected. They would want to know why is that happening to them despite their best efforts and contribution.
And if this neglected behaviour from the management’s end repeats, an outperforming and talented workforce would start isolating. They might look elsewhere to work or stop giving their necessary input to the organisation.
However, when companies reward for efforts on time, employees’ morale boost and multiplies. They feel proud to stay connected to the organisation as its full-time, remote, or contractual employee.
Company culture can never sustain for long depending on favouritism. It will only create negative internal and external branding for itself. Because favouritism will give an open invitation to politics, informal grapevine misuse, and miscommunication between teams.
If that happens, it’s difficult to find away to minimise workplace negativity. As there is never one source, you can track to know where the politics stems from. And it will soon enough corrupt the organisational structure and values along its way.
That is why it’s better never to encourage any favouritism in the organisation. Instead, employees must get their timely hikes, promotions, recognitions, and other compensations on merit.
With an automated performance appraisal system by uKnowva, companies can start focusing on how to develop their talent.
There will be no more focus on favouring one employee over others. Because in this system, teams can see their progress. There will be transparency. That means it leaves no scope for favouritism, nepotism, or miscommunication.
Every TL or RM can view their employees’ career and success graphs using this system. There is even a 360-degree feedback feature. Because of that, every employee’s review from every peer they interact with gets verified.
Open communication means employees will share their concerns as soon as possible with their team leaders. That means there is no time gap or lag. And whenever employees feel burnout, burdened, or lack motivation, they can approach their TLs.
One smart way to minimise workplace negativity is using Social Intranet by uKnowva. There, teams and the entire organisation can create group chats, forums, polls, and conduct surveys.
So, whenever an employee is in distress, they should have the right tech tools to express their grievance. By promoting this open communication in company culture, employees will have more trust in the system.
They would not feel neglected, misheard, or misunderstood. Instead, they can clear the misunderstanding and ask for clarity promptly in team group chats.
Anothersolution over workplace negativity is to invite more team-building exercisesin the firm. This way, teams will have more courage, confidence, and trust in each other. They will deliver projects and milestones together.
This brings home a sense of belonging and inclusion while coming from different walks of life simultaneously.
Also, when employees participate in regular team-building exercises, they get to know their peers well. As a result, they recognise their strengths and weaknesses in a very informal setting.
This improves their social quotient, interpersonal relationships, and influence on their teams.
It’s very tough to stop negativity from circulating in the company culture after it starts. It spreads like a chasm in the firm. However, finding away to minimise workplace negativity is not impossible.
I have already stated 8 very affordable, exercisable, and dependable points above for small, medium, and growing companies. Read these steps carefully and make a checklist of what works for your firm’s culture at present.
You can keep coming back to these pointers to refresh your knowledge.
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Every employee in each organisation has a unique skill set, working schedule, and KPIs to achieve.
Some maximise their innate potential with periodical targets faster; the rest are slower or mediocre. But when working in unison, teams need to speed up for growing up in the company together.
It becomes a task for HR managers when there is miscommunication and ambiguity in employees’ key objectives. And that can occur at any stage of employees’ tenure.
In short, addressing employees’ performance growth does not stop at a point. Managers have to be consistent in finding outhow employees enhance their work performances.
That’s one core way to nudge theperformance improvement to break the benchmarks. But there are many other ways. Managers and employees can find the six most workable tips below to improve how they work and grow.
Teams work effectively to empower the company's growth when they communicate honestly and on time. There must be no delays to convey what needs to be done. Otherwise, KPIs struggle to get completed.
But with clear-cut communication, the chances of miscommunication and misunderstanding are almost nil. Teams understand themselves better while together as they use anemployee work management system that allows them to collab and communicate.
uKnowva is such a system. Group members chat here interactively and intuitively. The UI and UX are impressive, modernised, and pleasing to the eyes. Employees feel they can share their concerns within a few clicks.
Again, this behaviour stops the wastage of time and effort from every talented hire’s end. In addition, it results in teams focusing more on their KPIs for the day with a sharp mind and required attention.
One of the finest ways to learnhow employees enhance their work performances is by assigning them duties to set up goals. They should set these targets considering their strengths, weaknesses, experience, and expertise.
Afterwards, they will feel ownership towards the achievement of those tasks. It means managers no longer have to micromanage their talented workforce.
Instead, employees will begin to reach their TLs with new ideas, better targets, and correct suggestions if they face challenges.
A good manager helps their team members in becoming more self-aware. It helps employees know what they are capable of in a span of time. Later, they will be more genuine in completing their daily tasks.
Plus, recognising weaknesses is a way for employees to work on them on time. They can consult their team leaders or reporting managers on those weaknesses.
Using aperformance management system, both can work to improve and convert the employee’s weakness into a strength.
That’s how mutual trust and respect between seniors and subordinates is developed to take up new challenges effortlessly.
Another effective way to learnhow employees enhance their work performances is by bringing new and interactive team-building activities.
Members get along while performing tasks together. They compensate for each other’s weaknesses and synergise strengthening factors. As a result, the whole unit’s performance reaches new touchpoints.
During these activities, teams learn to trust each other for completing individual tasks necessary for an entire game/activity/project. This synergy later reflects on the time-bound and complex corporate and organisational tasks.
How employees perform over a period must be known. But, more importantly, HRs must know how well their employees can perform in a given task. This prediction and estimation are possible with historical data entered in the HRMS orperformance management system like uKnowva.
From there, HRs can verify if their employees are working behind or on time for the assigned projects. They can also figure out if employees are happy, satisfied, tired, or facing fatigue with thevirtual biometric system is in use along with its happiness scorecard.
Such a system will help HRs, in the long run, to improve their workforce allocation strategies for the next project in the pipeline. For example, they will happily assign lengthy and complex tasks to employees who have a strict regime and discipline.
Whereas, smaller projects or tasks can be assigned to employees who still need to upgrade their professional skill set. This also involves how employees have a relationship with time management because deadlines matter in project completion.
No employee is working without motivation in a firm. The reason for their zeal and enthusiasm in a firm can be its culture, salary hike, scope of growth, and the tech tools provided.
However, without timely recognition, even top-performing employees feel left out. As a result, they grow unsure about their contribution to the company. It feels like they are not getting the value for their time in the firm.
So, another executable way to learnhow employees enhance their work performances is to acknowledge their sincere efforts. This could be on the social intranet of uKnowva. There C-level executives and senior management can congratulate hard-working employees timely.
This way, their whole team and the organisation witness their victory. Furthermore, getting congratulations from known and unknown organisation members boosts employee confidence to a new level.
They start feeling that their time, effort, and skill set matter to a greater extent. They believe they can bring greater changes in the organisation for the betterment of all with such recognition.
At times, these timely recognitions on social media or in front of the team using social intranet are unwinding and rejuvenating. They feel calm and sorted, knowing they did well with their 100%+ efforts.
This case prepares them to work harder for the next projects. It streamlines their growth prospects in the company. Plus, there is social recognition and reputation factor involved. It shows they are equipped with special talent compared to others in the firm.
How employees enhance their work performances can be a feat with no clarity in the process. HRs can feel extreme pressure in this case. However, if the right tool or tech is put in place, tracking employee performances to improve and multiply them later becomes manageable and monitorable.
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