How to manage a negative employee

[Summerdayzz]

Hi all,

I manage a small team and I’m having issues with one staff member in particular who is always so negative about work (and life in general) and is very vocal about it in the office. It’s starting to bring the atmosphere of the office down, as well as the mood of the others (I have found out they call the person ‘the mood hoover’ and I am looking for tips on how to manage the situation.

I am having weekly catch-ups with this person to try and address the issues, they will always say ‘oh I was just being dramatic and having a bad day, I’m fine’ but nothing is really improving. I’ve also agreed to flexible working requests for their well-being but just feel like there is a new issue every week.

The person in question is young (24) and it’s their first ‘proper’ job after university so I can’t work out if they think that moaning about work is just what you do when you are an adult! I don’t want them to be unhappy but equally I need to think of my other staff members who are affected by their behaviour.

I have spoke to HR about it but any advice/similar experiences anyone has had would be greatly appreciated!

I am also building a case against that manager now too. So it does bite you on the arse to bully people out.

I also think you should raise her social media posts with her - I'm sure you've got a social media policy?

It's awful isn't it. And it does affect others, often quickly, being around that negative mentality.

Nice personal attack on me for no reason.

Furthermore, I am not a manager. And if you had elected to read my prior post, it was quite clear that I was advising the OP to stick to the rules of their organisation in attempting to address this situation.

For clarity, I am posting it again here:

"As long as the OP is following company procedures/guidance around bad behaviour and conduct, and appropriately puts said person on notice about it, theres no way that that is bullying.

It would be the OP doing her job as per the procedures - something that the OP's direct report is not doing."

That is not bullying. While I appreciate you may have been bullied, thats not relevant here as I have not advocated that - and have in actual fact told the OP to stick to and follow the rules of her organisation around conduct/behaviour.

Shame you couldnt see that before launching your unwarranted broadside at me.

I mean, everyone has bad days at work. But constantly moaning and whining about it, at work, to other people?

In one of your sit downs I'd be inclined to ask if they actually WANT to work there, because it sounds like they don't. I've had a similar employee before who was miserable (commuting issues) but didn't want to let us down so was just suffering through. So I just reminded her that we were fine before she came, and would be fine after, if she were to decide to call it a day. That she needed to do what was best for her. It gave her the reassurance to start looking for alternative work nearer her home without feeling guilty.

Obviously if there any specific issues they are unhappy with they should be addressed (and sounds like they are). But otherwise, if they want to stay they need to stop whining. If they don't want to stay, they should either quit or put up and shut up. Or at least save the whining to when they get home and can whine to their partner or something.

On another note, is bitching about their employment publicly on social media - where associates/customers/suppliers etc can easily see it - not classed as misconduct?? Even if you forget about the other stuff, that needs to stop!

"Their social media posts have also been raised to me by another manager, with lots of negative posts about work and the hours they have to do etc."

This alone would constitute bringing a company/employer into disrepute - that right there would be a straight up disciplinary issue - 100% misconduct.

I think some people take "managing out" to mean the underhanded and passive aggressive process of making someone's life unbearable to force them to resign - rather than the more ethical approach of following a transparent performance management process through to a dismissal outcome.

It's clearer to refer to performance management. "Managing out" is ambiguous because many people do basically mean "bullying" by it, even if plenty of others don't.

I’d be super direct.

Tell her that constructive comments are welcomed. Constant negativity is not acceptable and needs to stop. She needs to be professional at all times.

Stress that if she is struggling with MH, home or other issues she can come to you and speak to you about it.

Keep a diary. Make a note of the negative comments that they say and the date and time when they say it. Keep the diary for a week/few days and then call them in for a meeting and produce the document. Ask them to read it and tell you what do they think after reading it? They’re new to this working environment and probably don’t realise the negative impact her comments will have.

Do you not think that might damage the working relationship? If you haven't said anything directly to explain expectations, to then turn up with a stalker's journal to assassinate their character is a bit much.

The constant moaning and low mood is having a negative impact on staff morale, of course it should be discussed

you can’t get someone fired for being unhappy or depressed 🥴

It’s not a stalker’s journal, it’s showing them the negative comments. The OP says in their post
I am having weekly catch-ups with this person to try and address the issues, they will always say ‘oh I was just being dramatic and having a bad day, I’m fine’
with the diary they can ask them whether they really are fine.

Honestly I would tell them if they don't like the job then you will help them out the door. They're 24, old enough to regulate their emotions.

Could you just do the simple thing and just ask them? “ You don’t seem to be very positive about your work, is there anything practical we can look at to improve that ?” The employee might have a reason for behaving miserably - mental health issues, relationship issues, financial problems. What are the well-being issues that prompted the request for flexible working? It might be helpful to find out if there are any underlying issues and offer appropriate support which would make them feel more valued.

Sounds like me in my youth :) Honestly, I wish someone pointed out the effect on others sooner. For me, being negative was inherited from my mum who never had a nice thing to say about anyone or anything.

behaviour is a huge part of my current job and forms part of our appraisal . You need to be kind but firm that negatively won’t be tolerated. Tell her you are happy to listen to issues if they come with an improvement. Hopefully that will make her think before she speaks

I agree. There is someone in my office of a similar age who moans and complains about everything, whether it be work or her homelife. We daren't ask her on a Monday morning how her weekend was, because you know you're going to get a negative answer! Unfortunately, I think some people are just naturally very negative (my own mother is one of them!) but it does get very tiresome having to listen to it all the time.

No it’s not! It’s being clear about what’s expected both from day to day performance and organisational culture and then holding them to account if they continue to behave in a way that is outside of expectations. It’s long and slow and painful but it’s not bullying, it’s accountability. Hopefully if it’s spelled out what’s expected culture wise this person will be able to get on board. Otherwise it’s time to say goodbye as they’re not a good fit for the organisation

Approach it from the perspective of what is or isnt professional conduct. They can moan all they like amongst friends but at work they need to appreciate that they are part of a team dynamic and how they vocalise their opinions at work has a direct impact on the team. I would be pretty matter of fact about it.

"Do you not think that might damage the working relationship? If you haven't said anything directly to explain expectations, to then turn up with a stalker's journal to assassinate their character is a bit much"

I disagree. The working relationships within the team are being damaged by the constant negativity. It absolutely needs addressed. They need to be aware the impact of their behaviour, and discussing specific instances one to one gives them the opportunity to actually talk about any issues which can then be addressed.

It is disappointing to see how many are saying you can't address attitude if work is ok (hoping my colleagues isnt then!). I used to love this job, location is perfect, hours fit childcare well, feedback from my manager has always been positive.. and yet I'm actively looking for something else because my colleagues constant negativity about work is so draining.

I think I was a bit like this into my second proper job (the career I chose to stay in) not to the extent of your employee but now looking back on it I can see how my manager regularly would pull me to one side and talk about how my mood and interactions would affect the team.

He picked out examples and suggested I don’t do that anymore e.g. I recall coming off the phone regularly to clients and then complaining that was one example I can think of.

another employee would always complain about the IT even if there was nothing to complain about. I remember my manager having to have a word with them.

Slowly over time I learnt myself what worked well in an office. I also realised a lot of what I was doing was because I wanted attention and was a bit needy! That soon changed as the work got more challenging and I just had to get on.

Yikes - really? That's not good management.

I isn't there anything in this person's contract about not dissing the company online? I'd be putting a stop to that ASAP. That's so unprofessional!