#SENSITIVE SALLY NEGATIVE NANCY CRACK#

Remind staff that setbacks and challenges are an inevitable part of life, including at work.Ħ. Model a positive attitude – This is important if you want your employees to follow your lead. Identify and applaud their positive attitude and improvements, if any.ĥ. Schedule a meeting to check in and talk about the staff member’s progress. Follow up – Merely having a discussion is not enough.

Make a genuine effort to understand the employee’s point of view by paying attention to their thoughts and ideas about the situation and focusing on the need for a positive change moving forward.Ĥ. Reinforce positive behavior – Then, set targets for change and even play out different scenarios.

Set enough time aside to discuss the situation in detail.ģ. Here, it is important to understand that there may be a trigger or a reason for their behavior. Confront the toxic individual – The next step is coming up with a game plan to address the person causing negativity, in a private, calm setting. Recognize the negative attitude – Identifying negativity and bad attitudes and then identifying the individual causing the toxicity is the first step in nipping the issue in the bud.Ģ.

#SENSITIVE SALLY NEGATIVE NANCY CRACK#

Halley Bock, CEO and president of Fierce, noted, “Negativity leads to reduced productivity and engagement, and allowing it to fester is much more costly and damaging to an organization’s bottom line than confronting or possibly replacing a single toxic employee.”īock added, “Organizations must foster employee- and company-level accountability by addressing attitudinal issues as soon as they arise.” Therefore, once you have identified a Negative Nancy or Downer Dan in your company, consider this six-step strategy to crack down on the behavior before it spreads throughout your workplace:ġ. revealed: “Despite differences in how individual employees and organizations handle toxic employees, there is clear agreement on the havoc a toxic employee can wreak on an organization.” Managing chronic complainers at the workplaceĪ survey conducted by Fierce Inc. Talk to us about how our outsourced business services can help your startup improve workplace productivity and boost efficiency. When someone is thinking and reacting in negative manner, without realizing it, they can pass on these feelings of being weighed down onto others in a process psychologists call projective identification - the unconscious act of attributing something inside ourselves to someone else. A constant cycle of negativity can also damage the hippocampus, the part of the brain used for cognitive functioning and problem-solving.Ĭhronic complainers can also have a negative effect on those around them. This reinforces negative thought patterns, which makes it easier for sad thoughts to repeat themselves, leaving no room for positive feelings of appreciation, gratitude and general well-being. Neurotransmitters in the human brain can go through a neural rewiring through repetitive feelings of sadness and powerlessness. Research from Stanford University shows that chronic complaining can have physiological effects, too.

In a work setting, these types of behavior can have harmful consequences, including poor group morale, decreased productivity, higher stress, less innovation and creativity, more wasted time and increased employee turnover. It’s the person who manages to turn every situation into a negative one or complains endlessly without offering any solutions or suggestions to make things better.Ī Negative Nancy or Downer Dan tends to overgeneralize in labeling people and circumstances, jump to conclusions, focus on the negative in every situation and redirect the blame onto others. Whether it’s “Negative Nancy” or “Downer Dan,” every office has one.

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