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Dealing with a negative person at work: 4 tips

1. Identify the negative person in the team

For the past few weeks, you have felt mistrust of yourself. Less involvement, lower motivation, lower morale: if your employees show these signs, they may be under the yoke of a negative personality. As long as it has a leader profile, it’s a whole team that can be won over by the negativity of one.

Your first role as a manager is therefore toidentify the negative person ; the second of react appropriately to their profile, while limiting collateral damage to the rest of the group.

2. Define the profile of the negative person to better manage them

Certain “negative” profiles are easy to identify: the moaner, the depressed or the ultra-stressed, for example. Others, on the other hand, are more complicated to pinpoint: this is the case with the manipulator.

Learn how to decode the profiles of negative people – even toxic in some cases – and adopt the appropriate behavior to succeed in managing them.

Find below 6 examples of negative personalities that it is possible to find within a team and the methods that will allow them to better manage them.

The moaner

Some negative people in business are identified as being moaners.

Never happy, never agree, this type of employee gets rid of his bad mood all day long. In addition to wasting his energy, he undermines the morale of his colleagues.

Anti-productive par excellence, he uses constant criticism to exist in the eyes of his colleagues and his superiors.

▶ ️ How to react to a complaint? Behind the grumbler often hides a personality lacking in confidence. Listening, caring and caring so that the person feels considered and can express the origin of their discomfort.

The anarchist

The professional world is no exception to this type of personality, anarchists can have a big impact on a team.

Rebel, opponent, agitator, this type of personality is among the most difficult to manage. His confusing attitude is often associated with a strong power of influence. Hence its devastating effect on the dynamics of a team.

▶ ️ How to react to an anarchist? The most effective solution is to isolate it to prevent its harmful influence from affecting other collaborators. Install it in your office, watch it closely. And if those arrangements aren’t enough, consider excluding him from the team.

The jaded

Who says team, says plurality of personalities and sometimes, lack of motivation. It is therefore not uncommon to find yourself in front of someone jaded.

For many years in the same position, the jaded lost the meaning of his work. He would like to change but does not dare to take action. Hence its low level of motivation and involvement.

Without any real intention to harm, however, it affects the morale of the troops.

▶ ️ How to react when faced with a jaded person? As a manager, you can make a difference. Discuss to find out what motivates this employee. Offer him new projects, new challenges and new responsibilities to give him perspectives. If you identify resistance to change for fear of failure, support it in this evolution.

The manipulator

Have in your team a manipulator can be difficult to manage.

For this type of person, the end justifies the means. Lying, cheating, hiding: anything is good to gain power.

▶ ️ How to react to a manipulator? Manage in a clear, firm and structured way to set a sufficiently restrictive framework, limiting the possibilities of manipulation. Place the employee in front of his contradictions to make him understand that you have understood his game. And take your distance: no confidences, manifestation of emotions or personal involvement.

The victim

To deal with a sensitive personality who tends to victimize in your daily professional life, it is important to adopt a special attitude.

Often, this personality is a scapegoat in his head more than in fact. Focused on her misfortunes, she has a tendency to complain a lot and to consider that the whole world is angry with her.

▶ ️ How to react to a victim? Be patient, listen, and empathize, while trying to demonstrate that no, no one wants to hurt him. Also learn to cut short if the person spins in a loop.

The flank shot

To best manage a personality flank shot, this requires a lot of attention for any manager.

He deplores his workload and makes a big deal out of a small file. But very often, it stirs air. Not deluding himself for long, he annoys his colleagues and creates a tense atmosphere that is not conducive to work.

▶ ️ How to react to a flank fire? Organize your work and regularly check the reports. Practice local management by limiting its level of autonomy and its possibilities of escape.

The ultra-stressed

The ultra-stressed can quickly become negative people in the professional world.

In permanent panic, the ultra-stressed feels overwhelmed by his workload, fears not to get there, panics… and ends up not doing much.

▶ ️ How to react to an ultra-stressed? Listening and support in the organization of work can be avenues. Avoid filling the schedule of an ultra-stressed person at the risk of creating a burn-out situation. In addition, make sure that he does not communicate his stress to the rest of the team by moderating the situation and ensuring personalized follow-up.

3. Demonstrate relational intelligence to successfully deal with a negative personality

To manage a negative personality, use your soft skills.

Observation, listening, dialogue, benevolence and interpersonal management are all skills necessary for succeed in channeling a negative personality.

And even if the behavior of this employee annoys you, you will have to go beyond your personal feelings to find solutions to transform negative behavior. Your emotional intelligence will also be put to use.

4. Separate the negative person from the rest of the team.

After the identification phase, you will also need to carry out a isolation phase.

On the one hand for limit the negative personality’s power to influence the rest of the team. On the other hand for successfully resolve the underlying problem with the person in question, taking into account his personality, his expectations, his needs and his ability to evolve within the team.

a individual management is then essential, and must also be practiced with other employees whose motivation may have been damaged.

Identify the blockages, expectations, areas of interest and sources of motivation of each member of your team to offer each a motivating professional project. By doing this, the influence of the negative personality on the group will be lessened, since individual interests will be satisfied and you will have been able to give meaning to the work of the team.

It is also your responsibility to part with an employee if, despite your efforts, the latter persists in his behavior and continues to harm the rest of the team. An internal transfer or termination of the employment contract should then be considered.

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