Transforming Negative Attitudes at Work: Are There Any Quick Fixes?

Hi friends, how can we change the negative attitude of any worker to a positive response? Is there any shortcut method?

Thank you.

The first thumb rule is: Don't look for shortcuts. It will be a short-term solution and could convert into a long-term problem.

Ways to Change an Employee's Attitude Positively

- Recognize the work done.
- Give constructive feedback.
- Provide solutions for their concerns and areas of improvement.
- If necessary, provide training for the employee if they lack any required skills.
- Show faith in the employee and their performance.

Regards

I agree with CoolheadTamil; there is no shortcut to bringing about a change in attitude. Before we can suggest anything, we need to understand the reasons behind their negative attitude. Please conduct a root cause analysis to identify the top three reasons that contribute to their negativity.

There could be various factors leading to their negativity, such as limited choices, lack of appreciation, low compensation, etc. However, these reasons will remain quite broad until you delve into the core issues within the environment.

While it may not be feasible to change every aspect that causes negativity, detailed planning can help address the issue to a significant extent. Avoid seeking quick fixes as they may result in losing them rather than fostering a happier and more positive environment.

Looking forward to hearing more from you.

Regards

Coolheadtamil is right and put it very well—it will be a short-term solution and could convert into a long-term problem. (Cite Contribution) has mentioned the broad areas, but it all boils down to how YOU make your observations at the workplace and devise corrective measures.

Constructive Feedback

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 and 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—and the employee is happy to learn a better way to do his work.

The Importance of an Open Mind

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.

Seeking Specific Advice

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 and 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 and unfair.

Regards,
TS

Greetings, Satheesh has 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 lose hope as they know there is no one to listen to them. They are not ready to accept the limitations, which is why such brainstorms are avoided. You may require involving practitioners and seniors in your company to manage this effectively. I look forward to knowing more on this from you.

Regards, (Cite Contribution)

I am with (Cite Contribution) on this: I look forward to knowing more about this from you. I have a feeling this will not only be a learning experience [and a solution for your situation] for you, but also a learning-enhancing experience for many in this forum. Hope to hear from you soon.

Regards,
TS

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

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

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

Please remember one thing, EGO and PRIDE can destroy oneself and the organization as well, which is found at THE TOP-LEVEL MANAGEMENT and SENIOR-LEVEL EMPLOYEES. The major reason why employees are getting demotivated is due to a NEGATIVE APPROACH and LACK OF TRUST, but not due to compensation issues.

Will discuss as I am getting late for the meeting.

With profound regards, Khadir [Email Removed For Privacy Reasons]

Hello Everyone,

Understanding Employer/Employee Issues

Shaik Abdul Khadir has pointed out his own experience. He has also brought to focus another salient aspect: that employer/employee issues are usually the same anywhere in the world, as he is currently in Qatar. After all, human beings are human beings everywhere.

The point he mentioned about ego, pride, etc., is very valid and quite prevalent in such industrial relations (IR) issues/situations. Whatever efforts are being made to handle such situations must be transparent and wholehearted. If such efforts come with any dose of half-hearted or manipulative feelings, be sure that the employees will see through the game, and one would have a much bigger problem on their hands: trust, to which Khadir referred. When trust is lost between the parties concerned (in this case, employer and employees), whatever one does will only bring zero results.

Regards,
TS

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

Regards, Srinaren

I am not sure how you got the feeling that such issues or situations [frankly wouldn't like to term them as 'problems'] are limited ONLY TO IT/BT companies. To the extent I know, these are very much prevalent in non-IT sectors too—in fact, much more than the IT sector and on a different scale altogether. This could be mainly due to the fact that the average level of education/qualifications of employees in the non-IT sector is lower compared to the IT sector and also the lower international exposure. In a way, the TRUST factor that Khadir spoke of is a very key factor in the non-IT sector—much more than for the 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 the IT sector, though the higher level of qualifications brings about its 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 and everywhere.

Regards,
TS

Hi TS, I never said that such situations/issues are present only in the IT/BT sector! The whole idea of me joining the discussions was to view the issue from a different angle altogether for a non-IT/BT industry. As you rightly said, "This could be mainly due to the fact that the average level of education/qualifications of employees in the non-IT sector is lower compared to the IT sector, and also the lower international exposure." After all, we are all human beings, and the reasons for the attitude are definitely the same but in varying degrees. A person employed in an IT/BT industry may not fully understand the attitude issues of a non-IT/BT industry. This has to be tackled in a totally different way. I was only trying to know what my friends feel regarding this issue. ATTITUDE is definitely a problem that affects the whole organization. Anyway, I would be eager to know your views and other friends' views on this.

Regards, Srinaren

Nice suggestions by all. Here are some simple formulas for human behavior:

1. Workers' behavior is a reaction to management's attitude.
2. Don't look for superficial solutions; delve deep and address the root cause.
3. If the team is dysfunctional, consider changing the coach.

Thank you.

Hi all, after going through the discussion, I would also like to share my thoughts regarding this subject. Before I go for a meeting with such a person/employee who is filled with negative thoughts, I should ensure that I am positive enough to face the person. Both positive and negative energy are contagious. A very common example of this can be seen in the corporate sector, where an employee or a set of employees in a process or in an operation can influence the thoughts and attitudes of the rest.

Moreover, if I am positive throughout the meeting with that employee, I would be able to instill some amount of hope and confidence in the other person. I can delve into his problems easily and come up with solutions. This can change his attitude and even spread across to the other employees as well. Remember, positive and negative energy are both contagious.

Thanks

This discussion is becoming very interesting. I look forward to the solutions we can brainstorm here. Srinaren, Satheesh, and Khadir, thank you for the excellent inputs. Coolheadtamil, Erate, and Kriyaz, I look forward to your analysis of the situation. I have written to CPS Singh for more details in this case. Until and unless we screen out all the areas, we are not likely to find a solution.

Dr. Acharya's Pragyan Program

I am looking forward to knowing more about it. Please mention how to make it work in the following situations:

1. In a distant place, such as Khadir's organization, how do we implement this model? Is there any option for remote support? We look forward to understanding how this program can be delivered irrespective of distance.
2. In case an organization has limited resources both in terms of manpower and budget, how would they implement this program?
3. How to make this work if there is resistance to such an intervention, not just from the workers but top leadership as well? Let us imagine a worst-case scenario where the management doesn't care to consider such an intensive program and rejects it based on productivity being affected.
4. How do we measure the happiness index beyond measurement tools such as surveys and questionnaires? Every implementation ends with an audit. What is the most practical shop-floor measure for the happiness index to be considered for this program?

I look forward to the inputs and further brainstorming on this.

Regards,
Prafulla K Acharya shared:

Two following common quotations may be appropriate to keep in mind on this subject.

"SHORTCUT METHODS CUT SHORT THE SITUATION" and "IF THERE IS NO TRUST, IT CREATES ONLY RUST" in the environment.

The suggestions mailed by highly experienced HR Experts earlier in this post are touching all angles of the problem. While fully agreeing, I would like to share the following.

One MD of a public sector steel plant asked me for this assignment in his organization. I suggested covering a good percentage of potential leaders among employees in a three-day workshop on "Attitude Building, Positive Thinking, and Changing Mindset." I guaranteed his expectation to be fulfilled by receiving "Excellent" feedback from the participants. The first program was a free offer from Pragyan Productivity Center. Based on the feedback of that program, the company decided to continue it every month to cover about 500 such workmen, and it has given very positive results since October 2009.

The schedule and detailed coverage may be sent to interested people.

Er. Prafulla K Acharya, Ph.D. in HRD & Mgt (IIT-Kgp) [Phone Number Removed For Privacy Reasons], [Email Removed For Privacy Reasons]

Changing Negative Attitudes in the Workplace

The wonderful shortcut to change the negative attitude of workers to a positive one is to be positive yourself. If the attitude of management is not positive towards the workers, the workers can't be expected to have a positive attitude towards the management and organization, irrespective of any number of costly trainings or individual mentoring. Change in your own attitudes would reflect in the mental attitudes of the employees.

We need to understand the personal problems of the employees, besides work, to keep a rational balance between the official and personal lives of the employees.

This is based on my own personal experience gained during my 39+ years of service period before my retirement in 2001. However negative-minded and stubborn an employee is, you would find a lot of change in his attitude if you are positive and sympathetic towards him without keeping any egoistic attitude as a Manager. My people used to recognize me not only as a disciplinarian Manager but also as a sympathetic, protective, and helpful friend of the employees. Throughout my 39 1/2 years of service before my retirement from active service, I had never experienced any problems from the side of any of the trade unions. My word was treated as final, as I was always treated as employee-friendly, and my units were always ahead of all other units in terms of productivity. People from other units preferred to get transferred to my units. During the 1980s, at one stage, my Zonal Head in a PSU asked me, "Mr. Dhingra, people come to me and request me to transfer them to your Unit. How can I transfer everyone to your Unit?" This was, of course, news to me. I had to tell the Zonal Head, "I had never asked for any transfer, as I neither ask for the posting of any particular person to my Unit nor request the transfer of anyone out of my Unit. I am always satisfied with the workers I have been provided by the organization." Wherever I was posted, the people of those organizations used to know me beforehand, who I was, and whenever I relinquished any charge, even the people from other units voluntarily sponsored my farewell parties, besides those from my own unit. It is not a case of boasting, but a naked truth. Even in 1987, during my farewell party in a Corporate Office of a PSU, the CMD of the PSU had to exclaim and openly declare, "I have not seen any such farewell party where right from the Security Guard community up to the CMD have participated in a farewell party."

So, first, we need to change our own attitude towards the employees before we expect them to change their attitudes.

Just try this formula and see the results with a wonderful change in the attitudes of your workers.

We should not forget, our employees are laymen, and we are qualified guides, advisers, and mentors for the workers, not dictators or tyrants. Nothing else, except injustice towards them, makes them negative.

Regards,
PS Dhingra
Chief Executive Officer
Dhingra Group of Management & Vigilance Consultants
New Delhi
[Email Removed For Privacy Reasons]

Dear All,

With reference to my practical views posted above, we all need to consider certain bitter facts which are lacking in many organizations. We are all working to earn our bread and butter as we are committed, irrespective of our financial status.

1. We need to carry out an analysis as to why our employees are getting DEMOTIVATED and following the wrong path.

2. Why are employees losing their FAITH in the employer?

3. Whether the NEGATIVE ATTITUDE in employees is HABITUAL or due to those factors prevailing in our organization or due to NEGATIVE APPROACH from their SUPERIORS/SENIOR EMPLOYEES/TOP MANAGEMENT.

4. Whether NEGATIVE ATTITUDE is clubbed with an ADAMANT & ARROGANT NATURE, again it can be HABITUAL, which needs PSYCHOLOGICAL TRAINING.

5. Please ensure that a POSITIVE APPROACH should flow from the TOP LEVEL TO BOTTOM LEVEL. This will yield the BEST RESULTS at all LEVELS.

Kindly note that a NEGATIVE ATMOSPHERE does prevail in many organizations, which is again due to a NEGATIVE APPROACH making our employees LEARN INDECENT/BAD STRATEGIES, BE MISLED/MISGUIDED, form INFORMAL GROUPS, and experience DISINTEGRATION/LOSS OF UNITY, etc.

According to my analysis, only a POSITIVE APPROACH can bring drastic changes in employees. Moreover, SENIOR EMPLOYEES and MANAGEMENT should never treat employees as JUST EMPLOYEES, which is a major reason why employees fail to meet the organization's goals.

AN ORGANIZATION SHOULD ALWAYS BE DRIVEN BY HUMAN VALUES AS EVERY EMPLOYEE IS AN ASSET TO AN ORGANIZATION.

My request to you all is, "PLEASE BE A PART OF A TEAM THAT CAN BRING MAJOR CHANGES IN SENIOR EMPLOYEES/TOP MANAGEMENT, ONLY THEN AN ORGANIZATION CAN PRODUCE BEST RESULTS WHILE RETAINING ITS EMPLOYEES FOREVER."

Wishing you GOOD LUCK in all your endeavors.

With profound regards,

Regards

Dear CP Singh, my esteemed colleagues have provided very valuable suggestions, which, when implemented, can definitely show a positive change. My only suggestion would be to build trust between you and the employees. If you can make them believe in what you believe in, then they will be more receptive to all your efforts in creating a positive atmosphere. While I agree that this is a long-term process, why not start off with a few small, easy steps? You can narrow down on 2-3 small things/grievances and tell the employees that they will be addressed and sorted out. Give a timeframe for doing this and be very sure that you manage to resolve those issues in the given time, thereby gaining the confidence of the employees.

Once you achieve this, the employees will be more willing to help you achieve the attitude overhaul that you want.

Regards,

I believe before taking any actions, please go through the book called "Fish" and the Fish Philosophy. It helps a lot to understand the issues first because it works on the following four principles:

a. Choose your attitude
b. Play
c. Make their day
d. Be present

I am sure it will help you a lot. Cheers!

Dear all, it is my suggestion that transitioning from negative to positive is not practically possible to convey theoretically. To create a better atmosphere among individuals with a negative mindset, we must first be transparent and engage in dialogue with them through effective communication. Receive their appeal calmly and endeavor to dispel any ill feelings by providing relevant examples to shift their perspective. Subsequently, focus on redirecting their mindset towards positivity by assigning responsibilities that promote understanding.

Regards,
Basanta

Seeing this interesting discussion, I just want to share my views.

Each employee joins a company with all their dreams and plans. Not only does money satisfy a person; apart from money, there are many more things an employee expects: identity, recognition, support, care, bonding, and a kind professional relationship. If an employee finds all this in a company, definitely the company thrives.

Being business-motivated is on the other side, but humility is what should be focused on. A boss has to know how a ground-level operation works, what the employee is actually doing, and the ground-level employee should understand the expectations of the boss and be aware of the vision of the company.

Regards,
Sathya Lal
Associate Consultant
VBC, Chennai

Dear (Cite Contribution),

I completely agree with you. I believe your suggestion is adequate for Mr. C.P. Singh and all HR professionals facing similar challenges.

Thanks & Regards,
Prabhat Kumar
Officer - HR & Admin
Jaihind Projects Limited
[Email Removed For Privacy Reasons]
[Phone Number Removed For Privacy Reasons]

I agreed with Mr. Satheesh's part of the first, but not the last. I visited several factories all over India and handled over 1500 workers. You have to be very transparent with them and not give any false promises. Also, try to make them feel you are also one of the employees of the company. I know each worker's date of birth and their family details. On their birthdays, I always greet them, even though the employer has not insisted on these types of methods; you have to create them. With a personal touch, you can improve the overall atmosphere of the factory. However, to achieve this result, you have to tolerate the initial stage of non-cooperation, work-to-rule, hide-and-seek games, and setbacks. Firstly, learn to tolerate and discuss with the seniors because no employer will show any interest in running the business without making a profit to maintain working capital and cover further running expenses.

Experience and Insights

In my 30 years of experience, I have had a successful career. I will not accept zero results. The percentage may be low from planning to implementation, but it is not zero.

With kind regards,

flyingstarter.

Hi, the shortest suggestion is to get to know them in-depth, both professionally and personally, and then listen to them. This will allow them to vent their frustrations, making it easier for you to move forward from there.

Regards,
Navin Kansal

All suggestions given are very good, but the most important thing is to allow the staff to be part of the solution and not only give negative feedback. It's essential to constitute cross-functional teams with various projects that will bring out the best in all the teams and ensure the celebration of quick wins. Additionally, creating role models and rewarding/recognizing talents is crucial.