If I had a penny for every leader or manager who tolerated some form of negativity in the workplace, I’d be pretty wealthy by now. While minor negativity might seem harmless, habitual negativity can slowly erode productivity and morale until it becomes impossible to ignore. Reducing workplace negativity is essential to increase productivity.

Negativity in the workplace isn’t just an unpleasant vibe; it impacts results. Research from Michigan State University found that productivity drops when workers are caught up in negative thinking. Negative-minded employees are more prone to mental fatigue, defensiveness, and declines in performance. And these outcomes don’t take long to spread, eventually impacting other business areas.

Take one client I worked with: It was a business that was missing its shipping deadlines, facing rising customer complaints, and constantly dealing with workplace conflict. Arguments and disciplinary issues had become common, and the CEO struggled to reverse this downward spiral. For the company to expand internationally, it needed to resolve these internal issues, focusing on reducing workplace negativity.

As I discovered, negativity had become an unspoken part of the culture – something tolerated for years until it grew too big to ignore. Like a rolling snowball, subtle negativity had gathered momentum, damaging productivity and morale.

Recognising Negativity in the Workplace

While extreme forms of negativity, like bullying or harassment, are often caught quickly, other behaviours can slip under the radar. These subtle yet harmful actions might not seem as severe, but they can cause just as much distress. Here are some common examples:

1. Claiming Credit for Someone Else’s Work

This behaviour creates resentment and distrust, undermining teamwork. When someone takes credit for another’s work, it demotivates the original creator and damages team morale. Recognising and giving credit where it’s due helps prevent this subtle sabotage.

2. Persistently Criticising Others to Make Them Appear Incompetent

Constant criticism, especially in public settings, can harm mental health and lower performance. Constructive feedback is essential, but targeting someone to diminish their confidence is damaging. Instead, a balanced approach with positive reinforcement builds trust and supports development.

3. Withholding Information or Providing Incorrect Information

Some employees withhold information to maintain control, leading to mistakes and missed deadlines. Encouraging transparency and setting protocols for information sharing ensures everyone has what they need to succeed.

4. Exclusion and Isolation

Excluding colleagues from meetings or social events erodes a sense of belonging and weakens collaboration. Fostering an inclusive environment where all team members are valued and invited to participate helps build a more cohesive team.

5. Blaming Others When Things Go Wrong

When employees start finger-pointing rather than problem-solving, negativity spreads quickly. Emphasising accountability and a solution-oriented mindset supports a collaborative atmosphere.

6. Defensiveness and Refusal to Learn

Becoming defensive when receiving feedback prevents growth and improvement. Organisations can encourage constructive input and open-mindedness by promoting a learning environment where mistakes are seen as opportunities.

7. Gossiping

Gossip divides teams and damages trust. Setting a standard for respectful communication and encouraging direct discussions with the people involved helps to minimise gossip and maintain professional relationships.

8. Jumping to Negative Conclusions

This behaviour often arises from a lack of trust and communication. When team members quickly assume the worst, it leads to unnecessary conflicts. Encouraging open dialogue and a mindset of assuming positive intent fosters a more supportive workplace.

9. Black-and-White Thinking

Seeing things only in extremes prevents people from appreciating nuances and finding practical solutions. Encouraging flexible thinking and promoting critical thinking allows employees to view situations from multiple perspectives.

10. Focusing on Problems Without Finding Solutions

Dwelling on issues without taking steps to resolve them drains morale. A solution-focused mindset is critical to overcoming obstacles and motivating a team.

11. Juggling for Status

When employees compete for power instead of working together, teamwork suffers. A culture that values collaboration over individual status strengthens team unity and reduces resentment.

12. Cultivating a Bleak Outlook for the Business

Pessimism about the company’s future impacts motivation. Leaders who communicate a positive vision and celebrate progress build confidence and inspire commitment.

13. Blaming Management

When employees place blame solely on leadership, it creates a divide that makes collaboration difficult. Open communication and shared responsibility encourage employees to contribute constructively.

14. Agreeing in Meetings Only to Complain Later

When employees agree in meetings but criticise decisions afterwards, it damages trust and hinders progress. Promoting transparency and follow-through strengthens accountability.

Linking Negativity to Poor Performance

Reducing workplace negativity can be hard to address because it’s often more difficult to link directly to performance. However, by evaluating its impact on productivity, cost, and motivation,  leaders can better understand the costs of negativity:

  • Productivity – Time spent on negativity is time taken away from productive activities.
  • Cost – Workplace negativity drains resources, from resolving disputes to handling grievances.
  • Motivation – Negative behaviours impact employee morale and reduce overall effort.

How to Transform Workplace Negativity

It takes a focused effort to shift negativity to positivity, but it can be done. Here are some effective strategies:

1. Set Positive Standards for the Team

Rather than calling out individual negative behaviours, focus on the positive behaviours you want to see. Promote open communication, accountability, and mutual respect. Setting these standards as team expectations helps everyone stay aligned with organisational values.

2. Leaders Model the Behaviours They Want to See

Leaders set the tone by embodying integrity, empathy, and professionalism. They can inspire their teams to adopt these positive behaviours by being consistent in their actions.

3. Teach Constructive Communication

Training employees to express themselves constructively encourages a culture of openness and respect. For example, using “I” statements like “I feel overwhelmed by this deadline” promotes accountability without blame.

4. Empower Employees to Offer Solutions

Creating opportunities for employees to contribute ideas makes them feel valued and engaged. This approach also promotes innovation and a stronger sense of ownership within the team.

5. Foster a No-Blame Culture

Employees feel safer and more willing to take risks when mistakes are viewed as learning opportunities rather than reasons for punishment. This approach supports continuous improvement and innovation.

By proactively reducing workplace negativity, leaders can turn it into an opportunity for growth, creating a culture that reduces negativity and enhances productivity. When employees feel respected, valued, and empowered to contribute positively, they’re more likely to be engaged and committed to their work. A shift towards positive behaviours can increase workplace productivity and morale, leading to a more harmonious and prosperous organisation.

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I help leaders develop self- mastery, helping them to become confident in their own inner guidance.

I collaborate with leadership experts, managers and HR professionals to help them get their own message and unique services and products to a wide audience.

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