manage negativity in the workplace and the real reason why most people fail at giving

constructive criticism. Confusion can create tensions in your team. For example, if an

important changes occur and it's not clearly communicated to your employees, it may lead

them to take out their negative feelings towards their co-workers. Oh hi, I don't think we

met. What do you do here? Oh I was hired to help you with your content marketing. I'm

really looking forward to working with you. In this case, what the person hears is. Oh

I am younger and smarter and will probably take over your job within 3 months. I am really

looking forward to working with you. The same thing can happen if everyone's tasks are not

clearly defined. Oh hi, I was asked to fax this invoice to one of the clients, do you.

Right. yea, oh yeah. I do know how because I usually do this so I can just take care

of it, it's fine. So I, yeah. All taken care of. Just, bye. What the person hears is. Listen,

I run the show here. So if you think you're going to replace me then you better recognize

that if you mess with the bull you're gonna get the horns. Set aside time with each employee

to walk them through new changes being made and how it affects their job. This will help

them feel valued and understand that they bring something unique to the team. It will

also encourage collaboration and create a positive team environment. The way you open

a discussion to offer feedback is critical. If done wrong, that can make the person feel

defensive from the start and perceive your comments as negative. Hey buddy, how you doing?

We need to talk. I read your TPS reports, do you mind if I give you some feedback on

that? What the person really hears is. Hey buddy, I'm gonna tear your report into itty

bitty pieces. And that concludes my presentation, what do you think? When you give general comments

like this. It was... good. What the person really hears is. What do I think? Ugh, I don't

care! Bringing up the points that you liked about their work first will help prevent them

from taking your comments personally. Then walk them through the specific points that

could be improved, so they know exactly where to start and how to integrate your feedback.

FACT: Studies show that for every constructive critique, you should give four positive comments.

As a manager, it's your job to keep an open line of communication flowing between your

employees to help prevent negativity from spreading. That means informing your team

about changes and training them to effectively offer support to one another. Today's challenge

question is "How would you start a feedback conversation with an employee without putting

him or her on the defensive?". Hop on over to the GetCourse blog where the real discussion

happens and leave your comments for us there. Let's see what you guys had to say about managing

an employee with a bad attitude. Kelly O who's an administrative assistant says that the

QBQ method is one that works. If you don't know what the QBQ method is it's question

behind a question and Kelly goes on to explain that it's useful in really understanding the

root of the what the issue is behind the employee's negativity. Maybe they're acting that way

because of problems outside of work and the QBQ method really helps you break it down

and see things kind of from their perspective. Michaela who's an executive director for child

services says that he has been viewed as the negative employee from time to time because

he doesn't smile and do things like that. And he recommends a very good way would be

to take that employee out to lunch and get to know them better. Want more tips on the

lighter side of business? Make sure to subscribe to our channel. We put out new videos every

Friday. Thank you guys so much for watch, I'll catch you next week. Bye.