Every working individual might have experienced negativity at the workplace some time or the other. It is one of the most destructive intra-organization forces that, if not weeded out early, spreads across quick and eats away morale, team work and initiative. People situation, health, global warming, the economy and just about anything can be responsible for instilling negative feeling within a person. And when combined with excessive workload, concerns about management ability. Job insecurity office politics and/favoritism, lack of challenge, gossip and lack of recognition at the workplace these thoughts develop into a full blown problem.
Gossip is another common instance of negativity in the workplace. It gives one the ability to peep into people’s lives, is at times humorous and is seen as a de-stressor. However, the negative effect unknowingly seeps in and takes the form of resentment dissatisfaction and frustration, and such negative feelings not only hamper one’s productivity but also stunt professional growth and personal well-being.
At Cinemax, cross department egos are a common concern. They are a widespread cause, therefore leading to negativity within the entire organization. Each department head wants it clinch the best deals, the bulk of the business etc. Thus there is always inter-department competition, which is usually on the unhealthy side.
In such a situation, if the leader of a team resigns/has to leave for some reason, the team is most likely to be divided and assigned to different departments. Here is when a problem might arise. Initially, the department might have preconceived notions about you, and you regarding your new boss and his/her style of functioning. This is a very human tendency. The best way to tackle this is by getting to know the new team better, shutting out your mind to anything that any colleague might have told you before and begin working afresh. This by itself is more than half the work done. The other half can be taken care of by the organization, possibly by selecting a specific senior in the department and bestowing upon him the responsibility of being a friend to the new entrant to ensure his/her comfort till the time he / she settles in.
It is imperative that whenever you work with someone a peer or a senior you need to bear absolutely zero prejudice about him / her. The best way to avoid any notions setting in one’s mind is by avoiding negative activities such as groupism, gossip and the like. An important reason to do so is because one cannot easily trust all colleagues on a personal level. For example, if person A tells you that person B is spreading malicious rumors against you in the office, the natural reaction is to believe it at once without even bothering to verify the facts. This creates an immediate animosity between you and person B. But what if person A does not have the best intentions for you at heart, and intentionally creates the misunderstandings? Therefore do not believe everything hearsay.
Boredom at the workplace could also lead to souring of the employee-employer relationship and dip in productivity levels. In such cases the management must try and come up with innovative solutions to break the everyday routine and make one’s workplace the most interesting place to be at.
In a Company, to help incorporate some excitement they organized an entire week of fun activities during Diwali, replete with professional organizers et al. From rangoli, diya and card making competitors to team games, there were enough activities to keep employees’ minds of work for a while and yet keep the team spirit going.
Other important factors that breed negativity include the type of interaction between the top brass and the lower rung employees of the company. Most decisive meetings in an organization only take place at the former level. Thus the other employees feel that their views are not even taken into consideration and this slowly lead to hostility and a ‘why should-I-care?’ attitude. It is hence of utmost importance to make every employee feel important by improving communication with them and being open about most managerial decisions.