Handling Negative Energy Well

by John Keyser

I recently read a paper about being exposed to negative energy and how to cleanse oneself of it so it does not have an adverse effect our own energy and attitude.

I chuckled when I read these suggestions of what to do, but it did bring me pause to think about how negativity is a serious problem all too common in our workplaces.

The suggestions in the article included:

• Singing to raise our energy
• Taking a cold shower
• Spending time alone in nature

While I’m sure these approaches are effective, they are not practical in our extremely busy business world. What we must do is 1) identify sources of negative energy and 2) take action.

Identify sources of negative energy: Let’s think about two potential sources of negative energy in our workplace.

Perhaps you as a boss or as a senior manager are the cause. Maybe you are not aware that you are a micro-manager, that you fail to show your appreciation, do not ask others for their ideas, treat them as staff not teammates, or do not listen attentively, show respect, or help your team members advance and succeed. You must! These are your responsibilities as a manager!

Or perhaps the person(s) putting out the negative energy is a bad apple, a complainer, someone who puts down colleagues, is looking for excuses for her or his lack of success, someone who is a finger pointer.

Either way, these issues must be addressed, now. Negative energy is a cancer to your team. It dampens morale and spirit, and your results will suffer.

Positive energy is just the opposite. It motivates team members to do their best and excel, and outstanding financial results follow.

Take action: If the problem may be you, get help. Learn what you can do to become a servant leader to earn the trust and respect of your people so they may love their work and succeed.

If the problem is a bad apple, a complainer, someone talking behind people’s back, and is a source of drama and intrigue, address it. Even if you are conflict avoidant, muster the courage and have a direct conversation with the person(s).

Your team members will respect you for your stepping up to the issue. If you do not, you’ll lose their respect and dampened their spirits.

This does not mean that you must fire a person. Maybe you do, but the person could change, become more a positive force and contribute to the overall success of your organization. Explain how you feel and explain that you are giving her or him a chance and that there is accountability. Be clear about what you expect, your desired outcome and the timeframe, and ask the person what help is needed. Give them options: Change, improve or move out.

Tackle your toughest problem today.  It’s an effective strategy. Here are ideas which may be helpful:

• Write down the issue
• Write down why it matters
• Write down your desired outcome

I can recommend a wonderful quick read offering wisdom about how to successfully have difficult conversations which may well lead to solving the problem.  Just shoot me a quick email if you’d like this book recommendation.

A problem discussed is a problem half solved!