How to Handle a Top Developer's Negative Talk About Management in Your Team?

Hi all,

Today, I am facing a very different problem. I am working with a Delhi-based IT consulting firm. One of our developers, who is very efficient and receives recognition almost every day, has been talking negatively about management every morning. I recently found out about this behavior, and as I do not want any negativity within my company, I am seeking advice on how to handle this situation.

Please suggest how I could address this issue effectively.

Regards,
Arunima Datta

Hi Arunima,

I do agree that it's difficult to handle the best performers. In fact, it's crucial too as we can't leave the performers. It is better to have a proper counseling session with the employee. Call her and discuss what her problem is; check whether it's real or just a rumor that you received. It is better to address her attitude right now before it spreads or escalates further.

"Negative things" - are those things factually true or an embellishment? If true, the management should be thankful. Please note that dissent is the essence of management. The management should provide opportunities so that devoted employees can express their opinions honestly and fearlessly, with a sense of belonging.

Best way to counsel him/her: People of this kind are having problems on personal fronts. That's why their personal negativity spills over into their professional life. The best approach is to establish a good, friendly relationship with him/her and offer counsel on their professional and personal issues. Often, good listening skills alone can resolve the issue. Trainings and seminars may not be effective. Providing a personal touch and one-on-one counseling is a better approach.

Acknowledge the grudge in an official way during a one-to-one meeting. Every employee, including you, has the right to dislike their workplace and express their opinions. You don't want that to be ignored or dismissed. It's unrealistic.

In your meeting, emphasize the definition of the Best Performer for this employee, including their responsibility in maintaining harmony. You may gently remind her of this and see how it progresses from there.

Try to read between the lines as I suggest, "You also need to accommodate more people in your best performer category and let the competition around work sustain, or your organization won't."

Cheers