Success Advice
5 Ways to Remove Negativity in the Workplace
Negativity is a common trait of the lazy. I mean why work hard to solve the problem when you can just complain and raise the white flag? It actually get’s worse than that. The negativity doesn’t just impact the person themselves but it transfers to everyone around them. And that’s exactly where businesses start to fail.
Your business is built by people and it’s your job to take care of them and motivate them to keep moving no matter how many detours come their way.
Here are 5 ways to get rid of negativity in the workplace:
1. Create a Positive Policy
Your entire company culture must be built on positivity. That means that holding people accountable for negativity should be within your policy. It must be written in stone that every single employee will be required to maintain a positive attitude and look to all situations.
It’s all about the way you look at it. Nothing is impossible. No matter how bad a situation is there is always a way out of it. Always! So, the first thing you need to do is create a policy that encourages positivity and eliminates negativity.
“Once you replace negative thoughts with positive ones, you’ll start having positive results.” – Willie Nelson
2. Write Positive Quotes On the Walls
A nicely designed workplace will always give a positive effect on people. The same effect a nicely designed house has on us. But, that’s not enough. What you can do is hang positive quotes on the walls. Carefully select the ones that can cheer employees up when a common difficulty that could cause negativity arises. There’s a high chance that at least one of those quotes will hit them straight at the moment and lift them up to keep them moving positively.
3. Talk With Them
Whenever a problem arises or sense any negativity you should talk with the employee. Look for ways to cheer them up and solve the problem. Talking is such a stupidly simple way of solving 98% of negativity problems, yet most employers ignore it… maybe because they’re too busy to speak to each employee one by one.
4. Help Better Their Family Relationships
Many times employees will bring all the anger they have in their relationships and transfer that negative energy to the workplace.
There are ways to identify a negative relationship, the employee will usually have the following characteristics:
- Low self esteem
- People pleaser
- Excessive anxiousness
- Need to be in control
No matter what the problem is, it needs to be solved through therapy. Don’t be stingy to hire a therapist to find out if your employees are having problems with their families.
“Family is not an important thing. It’s everything.” –Michael J. Fox
5. Hire Right Next Time
Solving the current problem is important but make sure that in the future you take all precautions to prevent negativity from the start. This starts by not hiring negative people in the first place. One way to test whether someone is naturally a positive person is by giving them a negative scenario and see if they deal with it positively or negatively.
How have you removed negativity out of the workplace? Please leave your thoughts below!
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Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
-
Design compelling career paths
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Simplify HR processes
-
Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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