Influential people who have positive attitudes can help others around them think more positively. The opposite is also true.
Negative people eventually wear down other teammates to the point people don’t want to be around them. The frequent complainer can impact others’ outlook on work, and eventually damage workplace morale and productivity.
Protect Workplace Morale: 4 Steps
Here are four proven ways for dealing with chronic complainers before they poison the well:
1. Hear out the complainer
Be careful not to dismiss a complaint out of hand. Sometimes the complaints may reflect a real issue that other staffers just aren’t speaking up about.
However: When you feel the complaints are becoming chronic, sit down and hear the staffer out. Sometimes a worker may not feel like he or she is being heard, and the person may just want to vent. Do your best to practice active listening.
When the person’s done venting, ask some questions. For example, if the worker gripes about a co-worker, ask “Have you talked to her/him?” Some chronic complaints may go away after the worker talks them out with you.
2. Come up with a solution
Along those lines, decide if the worker’s complaint is legitimate and if there’s anything you can do. In some cases, you may be able to team up with the complainer to work out a solution to the issue.
Try to take that negative energy from the complainer and turn it into a positive. Explain in clear terms that you want to see the person work toward an agreeable solution — with your help if possible.
3. Know your limits
Also know when to draw the line. When a complaint isn’t legitimate and there’s nothing you can do, be honest with the staffer. Don’t tell the staffer you’ll look into it, but then brushing it under the rug, can undermine your credibility.
4. Have the necessary ‘heart-to-heart’
A lot of times — maybe most times! — people don’t realize how often they complain. Or that co-workers are tired of hearing their gripes all of the time.
Remind the complainer that congeniality and teamwork are essential traits in your organization. Once work is underway to alleviate a problem the worker has, it’s time to focus on being a positive, valuable member of the team.
