There’s good reason to not feel so positive these days.
war in Afghanistan
nuclear threats swine flu
market crash global warming injustice
housing foreclosure crisis
downsizing selfish leaders demanding customers
low sales high unemployment
Events, attitudes, and circumstances can throw us for a loop. How we react to these things can be based on fear, experience, upbringing, our values, understanding, and openness to change. We can react negatively in spite of our age and all the self-help books we’ve read.
We have good reason. Negativity is akin to grieving.
Why not be a sourpuss? You can share with the world your anger by wearing a frown on your face, ignoring people you work with, being snappy with answers to questions, being incredibly aloof, only giving out small tidbits of information but not all the information your coworkers need to do their jobs well…
L2L Suggestion Box
>>> Send in your ideas for L2L Blog Topics for 2010. Suggest Here<<<
Sponsored by GrowthSource
What else can you think of?
Perhaps you could also rally resentment against a manager by quietly questioning their whereabouts when absent from the office. This is especially effective when you know the manager is at a legitimate meeting, but no one else does. You could undermine the manager’s leadership when they have delegated something by going to that person and asking any series of questions such as:
“Why doesn’t he do it?”
“Does he even know how this is supposed to work?”
Or better: “That’s not appropriate.”
One could make a new employee that they resent feel this negativity vibe in a variety of vibrant ways.
- Perhaps one could make them:
- Not be a part of a new hiring initiative
- Feel incredibly unwelcome through the silent treatment
- Withhold information from them
- Point out superficial, made-up, or exaggerated faults about them to fellow colleagues.
(Negativity Tip: This last idea is best executed in small huddled groups where upon seeing the new person coming across you in the hallway or break-room, you immediately stop talking and remain silent until the person passes. Hehehe…It’s a blast!)
Denying critical elements that a new employee needs to do their work is also an excellent negativity tool to wield. Examples of this could be falsifying customer deadlines, withholding an office key, or forgetting to convey important messages. This type of anger transfer is especially useful in spreading negativity when the new person has nothing to do with why you are angry, hurt, or unappreciated. The effectiveness of this negativity is wonderful because the poor sap never sees it coming and will be completely blindsided by the treatment.
But why go to all that bother?
Wouldn’t all this bad behavior only drain energy from you? What good could come of it? If you find that you’re not able to accept new direction or effect change in your workplace positively through collaborative healthy means, perhaps a job change is better for everyone, especially you.
The difficulty in negative behavior is that it rubs off. Like it or not, we tend to learn and mirror patterns we witness in others. Negativity is best tackled quickly.
Luckily, good leaders know this too. They know how to ignore petty negative passive outbursts and when to step in. They understand that learning the root of the anger will help bring resolution quicker moving everyone forward. Establishing trust and creating an environment where a negative employee can open up and start to describe what is wrong in a one-on-one environment can lead to mutual understanding and positive change in how you work together. Long term everyone benefits, even if this employee chooses to leave the company.
How have you tamed a bad seed?
What tools do you use to help your teammates shine?
Image Source: spacetricot.com