Resource Information for Supervisors & Managers
Strictly Classified
An Informational Bulletin Published by the Personnel Commission
Addressing Negativity in the Workplace
Most supervisors have, at some point, encountered an employee that exhibits negative behaviors. When
faced with such an employee, remedying the situation can be challenging. Often, supervisors are reluctant
to address the situation or approach the employee. However, if left unaddressed negative behaviors typically worsen. This can have an adverse effect on not only the employee’s productivity and attitude, it can
also increase stress and tension for other employees within a department.
Identifying Negative Behaviors
Typically, negative employees regularly exhibit the following behaviors:
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Complaining/ Whining
Lowered productivity
Claim assigned tasks are not part of their job description
Attempt to spread dissatisfaction among coworkers
Causes of Negative Behaviors
While there are several possible triggers, often employees develop negative attitudes about their job due
to:
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Excessive workload
Concerns about job stability
Boredom
Insufficient recognition from management and coworkers
Lack of communication within department
Unfair treatment
Lack of advancement opportunities
MEMBERS OF THE PERSONNEL COMMISSION
James A. Srott, Chair
March 2006
David Iwata
Calvin W. Hall, Ed.D.
Karen Martin, Personnel Director
(213) 891-2333
How to Deal with Negative Behaviors
Undoubtedly, approaching employees with negative behaviors is a difficult task. However, if a supervisor neglects to address his/her concerns with the employee, he/she risks having that employee’s negative behaviors
spread to other employees in the office. This can greatly impact productivity, as well as increase employee
stress and reduce employee commitment to the institution. If faced with an employee exhibiting negative behaviors, a supervisor should:
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Examine the situation
What are possible causes of this behavior?
Can these causes be easily addressed?
Are you modeling positive behavior?
Is the employee working within his/her classification?
Is the office understaffed?
Is there anything that you can do to effect change prior to discussing the matter with the
employee?
If unable to resolve the situation after initial examination, approach the employee
Discuss the matter with the employee privately
Identify the problem
Develop a plan to solve the problem
Focus on the positive contributions the employee makes
After meeting with the employee, be sure to follow-up
Since meeting with the employee, has there been improvement?
If the employee has improved, provide positive feedback
Determine whether additional meetings with the employee are necessary
If no change has occurred, consider involving others (such as a higher level manager or
administrator) in the matter
In large organizations, it is not unusual for some employees to develop negative attitudes. The impact and persistence of that negativity is largely determined by how supervisors and managers address the situation. Supervisors and managers who work with their staff to develop creative ways to make work more enjoyable, and
who are quick to address problems as they arise, will likely encounter less negativity amongst their staff. Although approaching employees with negative attitudes can be trying, ultimately it is necessary in order to
maintain efficiency and morale.