How To Change Worker's Attitude From Negative To Positive - CiteHR
Psdhingra
Legal Analyst, Hrm
Skhadir
Strategic Business Management Includes Revenue
Kriyaz
Executive
Prafulla K Acharya
Freelance Trainer
Cite Contribution
Community Manager
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Coolheadtamil
Senior Manager Hr
Srinaren
Rtd. Group Vice President In Hr In Export
BM
Hr Manager
+2 Others

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Hai Friends How we can change negative attitute of any worker to positive response ??????????? any short cut method !!!!!!!!!!!!!!!
HI,
First thumb rule.. - Dont look for short cuts.. it will be a short term solution and convert into a long term problem.
How to change a attitude of an employee ( positive)
- Recoganise the work done
- Give him constructive feedback
- Provide solutions for his concerns and areas of improvement
- if required, train the associate ( if he lacks any skills required)
- Show faith in the employee and his performance

Greetings ,
I agree with CoolheadTamil there is no shortcut way to bring in a change of attitude. Before we suggest you, what is the reason they keep a negative attitude?
  • Please take a root cause analysis and find out the top three reasons what makes them negative.
  • There can be many reasons resulting in their negativity, such as limited choices, low appreciation, low compensation and etc. But these would remain very broad ,till you drill down to the core reason in the environment.
  • It may not be possible to change every function that makes them negative but a detailed planning can resolve it, to a great extent.
  • Please do not try to look for any quick fix measures. You would stand to loose them rather than making them happy and positive.
Looking forward to hear more on this from you.
Regards,
(Cite Contribution)

Hello Cp Singh,

coolheadtamil is right & put it very well--it will be a short term solution and convert into a long term problem.

(Cite Contribution) has mentioned the broad areas, but it all boils done to how YOU make your observations @ the workplace & devise corrective measures.

To expand on one factor coolheadtamil mentioned:Give him constructive feedback.

When you notice an employee doing something in the wrong way, you can tell him 'this is the wrong way to do this' OR 'SHOW him the right way & follow it up with the comment 'this CAN be a better way to do this'. Notice the difference? You have conveyed your point BUT in a different way. The chances of your suggestion being accepted are much higher when feedback is conveyed this way--& the employee is happy to learn a better way to do his work.

However the MOST IMPORTANT THING in this effort will be: YOU NEED TO HAVE AN OPEN MIND while going about it. Be prepared to hear a lot of negative feedback about your HR policies and/or management also from the employees--since quite often employees are a misguided/misplaced lot. Before you begin to GIVE constructive feedback, YOU need to be prepared to RECEIVE it.

If you need very specific answers from this Forum to specific situations, I suggest you mention the details of such situations--without which any advice/suggestion could only be very generic & may not help you very much......possibly leading you to conclude that this Forum hasn't helped you at all, which would be very inaccurate & unfair.

Rgds,

TS

Greetings,
Satheesh have put this wonderfully. Please consider the importance of productive discussion and venting. Be prepared to manage it and draw useful suggestions out of it.
Most of the time, people loose hope as they know , there is no one to listen to them. They are not ready to accept the limitations , which is why such brain stormings are avoided.
You may require to involve practitioners and seniors in your company to manage this effectively.
I look forward to know more on this from you.
Regards,
(Cite Contribution)

Hello Cp Singh,
I am with (Cite Contribution) on this: I look forward to know more on this from you.
I have a feeling this will not only be a learning experience [& a solution for your situation] for you, but also a learning-enhancing experience for many in this Forum.
Hope to hear from you soon.
Rgds,
TS

Dear All,
I am sharing what we had experienced. We have noted a major change in our employees attitude. Employees with negative attitude can be trained to practice POSITIVE MENTAL ATTITUDE and POSITIVE THINKING but its a two way process.

a) when we ourselves had change our NEGATIVE APPROACH to POSITIVE APPROACH,
b) implemented(still in process, yet to achieve 100%) POSITIVE THINKING, very POLITE/KIND/DOWN TO EARTH behavior in our organisation from top to bottom level - ITS TAKES TIME BECAUSE EGO, PROUDNESS VERY DIFFICULT TO ELIMINATE especially in those employees who are at SENIOR LEVEL and TOP MANAGEMENT.
c) FRIENDLY MOTIVATIONAL APPROACH towards our employees while addressing their grievances
d) Compensation in par with employees performance along with incentive schemes to make our employees concentrate on their responsibilities rather getting deviated and earn their bread & butter.

It resulted in developing a strong TRUST between employees and management.

Please remember onething, EGO, PROUDNESS can destroy oneself and organisation as well, which is found at TOP LEVEL MANAGEMENT and SENIOR LEVEL EMPLOYEES. The major reason as why employees are getting demotivated is due to NEGATIVE APPROACH and LACK OF TRUST but not to due compensation issues.

Will discuss as i am getting late for the meeting.

With profound regards
Khadir

Hello Everyone,
Shaik Abdul Khadir has pointed out his own exp.
He has also brought to focus another salient aspect--that Employer/Employee issues are usually the SAME anywhere in the world--since he is in Qatar right now. After all, human beings are human beings anywhere.
And the point he mentioned about Ego, Pride, etc is very valid & quite prevalent in such IR issues/situations. Whatever efforts are being made to handle such situations WILL HAVE TO BE transparent & whole-hearted. If such efforts come with any dose of half-hearted or manipulative feelings, be sure that the employees will see thru the game--and one would have a MUCH BIGGER problem in their hands--TRUST--to which Khadir referred to. And when trust is lost between the parties concerned [in this case, Employer & Employees], whatever one does will only bring ZERO RESULTS.
Rgds,
TS

Hi Everybody,
Quite impressed with the way the discussions are going on. Probably (I may be wrong & correct me if so) these experiences and suggestions during the discussions are more oriented towards IT/BT companies. But I would like to invite my learned friends who are working in engineering/manufacturing and labour oriented industries to share their experiences and give suggestions on this topic. Because the attitude of workers in the labour oriented industries is totally different sometimes even up to the level of production managers.
Glad to see (Cite Contribution) back in the forum and actively participating in the discussions.
-Srinaren

Hello Srinaren,

I am not sure how you got the feeling that such issues/situations [frankly wouldn't like to term them as 'problems'] are limited ONLY TO IT/BT companies.

To the extent I know of, these are very much prevalent in Non-IT sectors too--in fact much more than IT sector & on a different scale altogether. This could be mainly due the fact that average level of education/qualifications of employees in non-IT sector is lower compared to the IT sector & also the lower international exposure. In a way, the TRUST factor that Khadir spoke of is a very key factor in Non-IT sector--much more than for IT sector due to these factors. You can reason with an IT employee, but trying the same action with a non-IT employee would give totally different results.

Even in IT sector, though the higher level of qualifications brings about it's own set of problems, negative attitude issues too are prevalent. The only difference could/would be the reasons that contribute to such situations.

Like I mentioned, maybe after all, human beings are human beings anywhere & everywhere.

Rgds,

TS


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