Attitude Problems in the Workplace

Attitude problems can seriously disrupt workplace productivity.

Attitude problems in the workplace account for high turnover rates and poor performance. The London School of Economics and Political Science asserts that new hires often acquire the attitudes and behaviors of existing employees soon after they begin working for the company. Tony Belak of the International Center for Collaborative Solutions at Sullivan University estimates that 30 to 40 percent of a manager's time is spent handling interpersonal employee conflict. Personality clashes, behavioral issues and poor performance, therefore, can be an ongoing cycle unless the root issues are addressed.

Signs of Attitude Problems

Attitude problems manifest themselves differently in each individual. Belak describes the many faces of behavioral issues in the workplace as "rudeness, yelling, shunning, mobbing, gossiping, refusing to talk to or acknowledge others, harassing, incessant complaining to supervisors, ignoring directives and slow working." These behaviors are toxic to overall productivity, whether other employees participate or not. If you notice two or more employees in constant conflict, it can negatively impact your entire group. It is important, therefore, to address the problem head-on before resentment builds. Give the employees an opportunity to air their grievances with each other in a controlled environment. Help them to resolve the ongoing conflict and to create a partnership.

Personal Problems

Personal problems have the potential to create a drain on employee performance and attitude. Sudden personality changes and lower productivity can point to problems outside the office. Human resources expert Patty Hargrave suggests a meeting with your employee to discuss the issue. Be direct, but well-meaning, in addressing the issue. A commiserative meeting, rather than a confrontational encounter, might put her at ease enough to open up to you. If the root cause of her change in performance and attitude is personal in nature, be understanding but firm. Give a detailed list of expected improvements, set clear boundaries and time frames and offer assistance. When necessary, give her some personal time off to take care of her issues.

The Marginalized Employee

Employees who feel marginalized perform poorly and display a disgruntled attitude. A new employee who becomes popular quickly, enjoys praise and offers to help with projects can unwittingly instill feelings of acrimony instead of goodwill. Your job is to determine whether your employee has good reason to feel threatened. Signs that a worker might be marginalizing another are scapegoating, withholding information, taking credit for others' work and becoming overly friendly with management. Office politics is often a subtle but manipulative game. Managing it can be challenging. Offer an open-door policy and listen to the marginalized employee's grievances. Allow input, but set clear guidelines for productivity expectations. A mentor to assist him in improving productivity and building professional relationships can relieve the problem.

Set Clear Policies

To have a smooth-flowing office, you must set and follow clear guidelines and policies. If your office is experiencing low morale and behavior issues among the majority of your workers, assemble them into a meeting and reiterate your company's policies, procedures and ethical guidelines. Set straightforward goals and expectations. Do not set unachievable goals, because this will exacerbate the situation. Attitude problems in the workplace are often reversible and preventable with consistent management and understandable objectives.

Build Teamwork

Give your employees ownership of their work to build a sense of teamwork and pride. This is an important aspect, because employee morale, according to a 2004 study by the London School of Economics and Policies, is a strong indicator of a company's or branch's survival. Encourage your employees to network among themselves and with management. Give them more autonomy to perform their jobs without feeling stifled. Micromanaging sometimes works in the short term, but in the long term it only creates a sense of resentment among employees. Foster creativity and allow for new ideas. Brainstorming sessions where everyone contributes lead to new, efficient output methods.

References

• Online Ethics Center: Importance of Ethical Behavior in the Workplace (TI)
• Mediate: How to Handle Difficult Behavior in the Workplace
• MyPayrollhr: Dealing with Bad Attitude Employees
• HR Tools: Approaching Worker Attitude Problems: Attitude is Difficult to Measure
• Business Week: How to Win at Office Politics
• University of Connecticut: Can a Work Organization Have An Attitude Problem?