Managing and Solving Workplace Energies

Workplace Energies
Our workplaces are at times seething with hostility and negativity. No matter where the bad vibes came from, it’s up to us to help make the atmosphere more positive, productive and supportive. As a Human Resources staff member, you usually do not control the situation that is causing the negativity. Perhaps no one in your workplace does. How you address negativity depends on whether you control it and how it started in the first place. The timeliness of your intervention also has an impact. Addressing negativity prevents workplace violence, promotes workplace safety, and creates positive employee morale.

Controlling Organizational Negativity
This is a best case scenario. You have received feedback about negative rumors and you know that the underlying cause of the negativity is based on faulty information, incorrect assumptions, or deliberate misinformation. You may receive feedback that a new policy or procedure is not understood correctly. In each of these circumstances, we have some control over the information, the situation, and the communication. We can solve the problem and communicate well to overcome the negativity.

To influence this situation positively, use a systematic problem-solving process with affected employees to quickly improve identified areas of negativity. Many Human Resources offices launch a complete investigation, and by the time the facts are gathered, the negativity is out of control. Don’t fall for this trap! Include employees who are closest to the negative situation in the problem-solving process. A good cause analysis should be done so that all possible causes of negativity are effectively identified. It is not enough to say, “We have low morale.” You need to identify exactly what is causing low morale to have any chance of improving it. Solicit widespread input to each step of the action plan you develop so that solutions are “owned” across your organization. Involve as many people as you can in its development and in its implementation. Implement your chosen solutions quickly. Then, periodically assess if your work plan is progressing as per agreed milestones. At each step of the problem-solving process, communicate as much information as you have about prevailing negativity and its solutions. When focused solutions selected in your action plan are rolled out, people in the organization are not surprised as they have effectively participated in its information exchange at each step.
-Anshumali Saxena www.soilindia.net