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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June is Pride Month, celebrated across the globe to commemorate the memories, struggles, and freedom of LGBTQIA+ community members. When employers bring more LGBTQ+ friendly strategies to the table, they boostinclusion and diversity.
With that step, your organisation can become more secular, trustworthy, and respected. LGBTQIA+ community is pretty sensitive even today. That is because they continue to face disrespect, contempt, and discrimination around the globe.
Even today, the laws are still flawed, offering such people proper privileges to work and earn their keep. They struggle to stand for themselves and have grown as a community to stick together through thick and thin.
When you calibrate their importance in your company culture, thisPride Month could be special for your employees. At times, you might not if your employees belong to this community. Many of them are shy and fear coming out.
However, with an open community and respectful culture at your firm, they could lead a healthy work-life. To know more about how you can bring fresh and educated ideas to your organisation, keeping HR tech tools in the loop, read the post below.
Celebrate Pride Month And Bring More Inclusion & Diversity With 5 Fresh Ideas:
A close-ended communication has to be from both ways. If you’re an active listener, you must also give them the right suggestions. Otherwise, you should be curious enough to ask those members questions about their work life.
Ensure that they are not facing any performance dips in the given time.
Validate the same fromuKnowva performance management software available on the cloud server. You can access it using your assigned credentials to verify your team’s performance while on the move.
When you ask them about their work-life, community, and workplace issues, you will have more trust between you two. But don’t be too straightforward at first. Use illustrations, memes, emoticons, and other stickers on the chat messenger uKnowva provides.
Break the ice when you converse with them daily. This subtly shows them that you’re there for them. When you readily ask them questions that matter, they give you answers to break stereotypes.
That’s the beauty of listening and asking the right questions at the right time from your staff.
Besides that, you can overview their punctuality and happiness factor from the VBS too. Later, you can develop a question bank when you’ve overviewed every aspect of their performance from the system.
This type of conversation will then be holistic, purpose-driven, and respectful. Employees can tell you what problems they face belonging to the LGBTQ+ community. That’s how you boostemployee engagement at the workplace, despite the workstation location.
Help your LGBTQ+ community employees to spread knowledge about their rights, privileges, and struggles. Put up educated, interactive, and latest polls. Let other employees cast their vote and know if any homophonic person is working at your organisation.
Then this could be one of the most common issues in your firm. Being homophobic is not a crime, nor is being an LGBTQ+ person. But you must respect each other, despite the orientation you all follow.
That’s just a fundamental human right to let each other live, work, and earn in peace. Therefore, when you put up such polls, there will be a sharp rise inemployee engagement. They will want to know more about this man-made LGBTQ+ community.
Certain laws are relevant both in work and private life and applied to these people. You must know about them when you’re hiring them. It is just to respect those people because they’re humans too.
WithuKnowva’s smart solutions, you can digitally transform their lives. People would open up regularly about their mindset about the LGBTQ+ community using these polls.
Employees get the chance to overcome their fear of coming out. That’s after seeing their teammates accepting and being vocal about LGBTQIA+ rights.
StartJune Pride Month with a pledge to be an active listener for your staff. Act upon their suggestions and queries. Take their point of view seriously. And show them that you care. This could be possible by using the uKnowva social intranet.
On the network, connect with your employees one-on-one. Don’t let them feel lonely or isolated.
This is mainly for digital nomads, freelancers, or remote workers. When you listen to them openly, this could be a refreshing way to welcomeinclusion and diversity to newer heights.
Be appropriately investigative and fast in solving LGBTQ+ community members/employees’ grievances. You cannot always be there for them, though, if you’re the CHRO, RM, or TL.
However, it's possible if a dedicated grievance redressal and an employee grievance handling committee are behind the same. It will pave the way for moreinclusion and diversity in your organisation, despite its growth and size.
Your employees can put up and raise any query or complain at any hour using theuKnowva grievance redressal system or helpdesks.
These are operating at the side panel of the home screen. Your admins can configure the helpdesk options as they like in the purview of the company policies.
With such systems, employees will have certain boundaries. They will know not to disrespect anyone at any cost while working in teams. The LGBTQ+ community members will be safe and heard more often because of an investigative system in place.
Ensure that the employees get notified on time about the verdict of the grievance redressal process. It helps them stay alert and aware of the case of discrimination or harassment at the workplace.
Later, your grieving employees can move to the labour court if the result isn’t satisfactory.
Another creative way that brands mostly follow is this one. Around June Pride Month, you will see most brands reforming and refurbishing their branded marketing strategies to support LGBTQIA+ community members in masses.
This boostsemployee engagement in the firm's multiple departments and business units like never before.
People love to support each other for the more significant cause of humanity. This holds true during the heartfelt month of Pride in June every year.
You can, too, refurbish and redesign your uKnowva instance to support all your LGBT+ employees. It will make them feel prouder and more inclusive in the firm. LGBTQIA+ flag is in itself a symbol of inclusion and diversity.
You will gain more traction when you put those two LGBTQIA+ flags in your posts, instances, and creative content. Less informed employees would want to know more about it.
TheLGBTQ+ community activists can get a chance to open a dialogue as well using flag symbols in the organisation.
For example,
You can plan a digital giveaway like a badge of honours with those two flags. It would be delivered home. That can be for winners of some LGBT+ friendly quizzes or polls you conduct online.
Celebrate Pride Month with the creative ideas posted above. Implementing them in your organisation with uKnowva’s innovative tools draws in more inclusion and diversity.
To be sustainable in a constantly changing work culture and environment, you can say it’s a must-have strategy.
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