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Inject them with a big regular "painful" daily dose of positivity, till they change their bad addiction into an always good one.
AGREED WITH KHATIM ABBAS ,,,,,,,,,,, IF THE PATIENT STILL NEED SURGERY THEN SEND HIM ON LONG MEDICAL LEAVES...............
When an employee shows a negative attitude in the working place, is -according to my small experience- usually for a reason. A person needing a job of course wants to hold it and he/she is willing to adapt to the new environment and gradually fit in the company. So if an employee has a negative attitude I think it will be because the company has some problems and this way the employee shows his/hers frustration about the job. I don't think that someone would hire a person with a bad character, when there are so many applications for a single job. So, if this problem appears I would search what has changed in the company's policy.
1 >>>> Talk to him
2>>>>> Note his problems
3>>>>>If the problems related to work solve them
4>>> If the problem related to his health give solution
5>>> If the problem related to his family give your suggestions.
6>>>>If he needs help then help him
7>>>>If he don't want then send him to another place.
8>>>If he want cheating then warn him and give him few chances
9>>>If he don't listen then first transfer him
10>>>>If no place of transfer then deduct from him many days.
11>>>If still not going to OK then send him back to his home permanently.
All matters at work can be solved through discussion. There is a difference between a temporary negativity and a long term one. Also difference between a new employee in the team and an old employee. Age also plays a role.
The team manager cares in principle that the work flows smoothly without any negativity. so he/she must sit down and ask the employee not why being negative. Instead the manager must try to understand the needs of the employee at work. some employees are shy to reveal their problems and turn it into negativity. The discussion can take place anywhere not necessary at work. Maybe the employee feels that his salary is not enough, or he needs more space, or more responsibilities, or more support. The manager can try to explain to the employee how promotion takes place in the company and anything that is not clear.
While if the employee has personal issues that it causing his negativity, then the manager will try discuss them in brief with the employee and try to help him as a friend to separate between personal issues and work or else his whole future will be in danger. This applies especially if he/she is an expat away from home.
With positive thoughts among the group in which he is a part of the Team and make him to associate with them by necessary motivation,help and corrections. Contributions from others also will work as a good chemistry to solve the negativity.
Analyzing Reason
Dicussion With Same Employee
Finding Solution And Clearfy Everything.
well i think firstly we have to find out the Reason of negatively , Why it created?
due to may be
So solution is proper career planning and development , and motivational speeches
more importantly rotation or suceesion planning of Employees from time to time , so tat tey donot feel bore and enjoy teir works.
I agreed with Khatim and Mr. Vrindavan.
Leadership approach officially and unofficially, flexibility treatment based on the cases (the kinds of negativity) by motivation and clearly communication focusing on the tasks, responsibilities and organization objectives. Guide him/ her to be aware of professional's roles and her/his contributions are needed. We may treat employees as family for some extent, but sometimes un-proportional dozes create employee negativity because we may lose our authority as leader, so make sure that it is caused by negative employee's character or our leadership needs correction (feedback function). If it is caused by employee's character and uncontrollable, then I agreed with Mr. Abbas Minhas to leave him (or return to HR) as logical way. Thank you.
by respect him firstly and discuss with him a negative things and alarm him if he made it again then faired him
Have a psychologist or any authorized person - and not just anybody else - in your Personnel Department talk with the employee.
