Not all employees will be happy with office policies and not everyone will enjoy the assignment they’ve been given to complete. This negativity will eventually seep into the rest of your workplace and create a toxic environment. At times employees realize that it’s them who contributes towards the problem, and usually back down.

At other times, it requires a determined effort by employers and HR managers to address the negativity. Usually having a sit-down with the employee will take care of things. Sometimes a tap on the shoulder can do wonders for the department. This article will deal with the problem of negative employees at the workplace.

Let the employee know their behavior is disruptive

It helps to articulate yourself in a positive manner and to not breathe down their necks. Using negativity to handle negativity just doesn’t work that well and can bring down the worker’s mood and optimism. Instead use speech which isn’t too critical of their behavior but carries the right balance of authority and help to reprimand them without causing much havoc.

The employee will fight back

It should generally be assumed that the employee will fight back and become defensive about their behavior. They will try to create reasons to justify the recent surge of negativity in the workplace. Their last resort might be to hurl insults at you and blame you for their problems. In this case it is advisable to avoid taking their attitude and negativity personally. Chances are, they’re not really targeting you, but it is a simple means of ‘laying off some steam’.

It also helps to train your managers and supervisors in the art of professionally dealing with difficult people so that the chances of a botched attempt at disciplinary actions are minimized.

Ask your employee’s wellbeing

Sometimes problems at home spillover into the workplace, these could be the death of a loved one, a divorce or other emotionally scarring issues.  Obviously both the coworkers and bosses alike are not privy about the personal life of the troublemaking employee and usually chalk their behavior as an innate part of their character.

While you’re certainly not expected to work as a therapist, it will definitely help to ask your employee’s well being. Ask them if personal issues are preventing them from working positively at the workplace.

Try to create a solution

While the employee’s negative actions most certainly warrant strict disciplinary actions (or even firing them outright), it is a far better option for the employer to try resolving the matter. Focus on creating an environment in which the employee can positively uplift their behavior and help their coworkers instead of poisoning them with negative behavior.

If however the employee refuses to budge and remains adamant to continue down the path of destruction, it becomes clear that discussion won’t help much. Once all the diplomatic routes are completely exhausted, you can begin to roll out measures which reinforce corrective behavior. If all else fails, it might just be time to call it quits with this unreasonable person.