If there is one thing that is as contagious as it is bad for the working environment, it is negativity. When a few employees are actively disengaged, their attitude of opposing ideas and being vocal about their complaints can be harmful to everyone in the workplace. Therefore, it is vital you take measures to build your organization’s positivity quotient.
5 Tips to Build Your Organization’s Positivity Quotient
1. Obtain Feedback
Give your employees an opportunity to provide feedback about the organization’s procedures, systems and policies. Whether it is dress codes, policies regarding pay and working hours or the working conditions, get opinions from staff so that you know when something is a cause for complaint. When employees know they have the option of telling you about their feelings, they are less likely to discuss these issues behind your back, spreading a feeling of negativity in the workplace.
2. Give Employees a Say
Wherever possible, give your employees a chance to make decisions regarding their jobs. Especially when it comes to setting work goals, involving employees can work wonders with their commitment to the task. When people decide their targets on their own, they are less likely to complain about a manager making things tough for them.
3. Be Fair
Develop policies that are fair and apt for your working situation, treating the employees as mature adults rather than people just waiting for a loophole to take advantage of. Then, apply the policies stringently and equally to everyone. There can be nothing as demoralizing for employees than to see the rules being bent for a few “special” employees. This kind of favoritism can make the other staff feel they are not valued, and even actively engaged employees may become disengaged.
4. Provide Opportunities
Arrange for staff to receive training in areas with which they are not familiar. Provide opportunities to learn something new and adopt this learning in practice. Besides technical aspects, train your staff on soft skills that can help them improve their individual and collective work efficiency. Wherever possible, cross-train people so that everyone knows how to handle another job besides his or her own; this can prove to be valuable during emergencies.
5. Reward Performance
People always live up to the expectations you hold for them. Let your people know what you expect of them and when they do it, reward them appropriately. Whether it is handing over an award during a public company event or handing out perks such as a paid day off, make sure you show your appreciation in a way that is meaningful to the recipient.