Organizational trauma could catch up with an organization at one time or another. Such negative attitudes could be linked to anything that employees find hard to cope with, perhaps increasing workloads, budgetary constraints or retrenchment. They could also surface by negative forces around the workplace that spread the infection with no apparent triggering event. One of the key indicators of negative forces at work is constant complaining and reasoning out on why things cannot be done rather than positively focusing on doing them. There would also appear a feeling of hopelessness and lack of enthusiasm for the future of the organization.

The suggested way to deal with negative behaviour is for management to take a quick stand in displaying positive behaviour and confidence. Confidence in the abilities of their staff is a key important factor that must be displayed constantly and boosted by giving them the support needed to break down the negative attitude and holding them accountable with clear indicators of the standards expected of them. Firstly you would do well to assess your own standards of work and setting an example of the best positive behaviour because you would be watched consciously and unconsciously.

Negative behaviour must not be ignored or allowed to fester. Rather, it is better to meet such behaviour head on by firstly acknowledging same and then working at getting employees themselves to make their own suggestions to combat the frustrating situation. This would result in a positive feedback from a negative employee and a turnaround in attitude. It is possible that the positive feedback may not be a practical solution, nevertheless it would be a good idea not to shoot down the suggestion, rather, a mini brainstorming session would help to place things in perspective while acknowledging the employee's effort in being positive. Empowering the employee with more decision making opportunities considerably reduces negative behaviour. Delegate with care. Consider that it is a multitude of little things that bring big results.

Praise is another key to breaking down negative behaviour. Find and acknowledge good performance, even though it may not be of huge and immediate impact to the organization.

Call a meeting to discuss and plan a positive future and make sure the proceedings get a fair amount of exposure to motivate staff and bring about an air of encouragement and enthusiasm

Encourage staff to group together to find creative ways to make the work environment more enjoyable.