Attitude Problems in the Workplace: How to deal employees shift from a victim mindset?
Source | LinkedIn : By Vamsi Mohan Vandrangi
In the Corporate World, “attitude” is a bit of a buzzword. One’s mental attitude, whether positive or negative, healthy or unhealthy, is said to be a key factor in the success of organizations and professional relationships.
People are the pillars for maintaining the right culture to grow organizations. Organizations often feel trapped when dealing with attitudes of entitlement among their staff members. Leaders have to nurture the skills to manage and control workplace attitude problems. It is becoming a bad symptom having attitude problems in the Workplace. People are spending an average eight hours a day, five days a week for about 45 weeks a year. That is a long time, and it essentially means that people are spending probably the majority of their lives at work.
In a professional workplace setting, bad attitude can affect not only the individual, but also the entire team. In some cases, attitude problems are able to be ignored by the majority of employees, and a productive employee with a slight attitude problem is not a distraction. Leaders need to learn how to identify escalating attitude problems in the workplace to prevent them from becoming a distraction.
Employee attitude problems are based on organizational or personal factors, meaning behaviors can come from employee discontent with the organization or because of conflict between employees themselves or with supervisors. Some of the major causes are depicted below.
Human resource teams can assist organizations with correcting the behaviors caused by poor workplace attitude. Assessing an employee’s attitude, requires subjective measurements that are likely to be inaccurate. Leaders and HR teams can more accurately identify behaviors — such as insubordination, tardiness, lack of productivity and inappropriate communication. HR team should encourage leaders to focus on behaviors instead of attitudes when they counsel employees and administer disciplinary action only for behavior, not attitude.
Often experience there is nothing to do from the organization end to people on their personal problems. When people feel pressured in many different aspects of their life, they sometimes lash out in non-productive ways. As a leader, if you offer the employee a sympathetic ear, you may find that the problems stem from personal issues that have nothing to do with the workplace, but because so much time is spent at work the frustration boils over in the form of a bad attitude.
Fear of Inadequacy
In some situations, jealousy among employees, or a fear of inadequacy, can sometimes cause an attitude problem with the employee that feels threatened. An employee may feel that his or her skill set is not adequate enough to perform at the same level as his co-workers, and this causes conflict and an attitude problem that can become pervasive. Talk with the troubled employee and ask if they feel they would benefit from further trainings. In that case, team building activities and team outing activities will be a great advantage.
Fear of inadequacy can have several causes: from childhood events to mistakes we’ve made in our adult lives. Leaders must strengthen the perceived link between positive achievements and efforts. They can do this not only by offering praise when it’s due, but also by acknowledging that making mistakes (though not repeating them!) is part of a successful corporate culture.