How to Deal With Constant Complaining at Work
People who constantly complain waste their time and energy as well as the time of everyone around them. Complaining is not productive. It's simply voicing discontent about issues without making any effort to make the situation better. Whether you are a co-worker who deals with constant complaining at work or you are the manager of a team of people who consistently complain, you can learn how to deal with it effectively and encourage the complainers to begin to change their habits.
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Instructions
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As a Co-Worker
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Listen to others' opinions or ask directly if anyone has a problem with another co-worker's constant complaining habits. If no one else seems bothered, it's possible you are overreacting.
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Find a time where you can speak discreetly to the co-worker and ask her what she finds rewarding or satisfying about her job -- or whatever happens to be the source of her constant complaining. Listen to what she has to say and remember the information for times when she begins to talk negatively.
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Redirect her complaints with positive comments based on what she told you she finds rewarding or satisfying. For instance, if she told you that she likes the on-site fitness center and the flex time she gets at work, remind her. Say, "Well, you may not like the limited selection in the vending machines, but the flex time and on-site fitness center more than make up for that, don't you agree?"
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Offer suggestions of how she can solve her complaints. For instance, if she doesn't like the temperature in the office -- too cold, too hot -- but the manager refuses to change the setting, tell her to bring a sweater or set up a personal fan on her desk to make herself more comfortable.
As a Manager
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Tell your employees that you are implementing a "no-complaining" policy. Assure them that this doesn't mean that they can't voice their concerns.
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Advise the employees that if they have an issue or concern, they can discuss it with you or at scheduled meeting, but they must think of at least one possible way to solve the problem before bringing it to your attention.
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Create the procedure, in writing, for employees to follow when they have an issue or concern they want to be addressed. For instance, the first step can be to think of at least one way your concern could be alleviated. The second step could be to make an appointment with the manager to discuss the issue or submit the issue to be included in the weekly meeting's agenda. The third step could be to present a solution to the problem and explain why it would work. Tailor the procedure so that it best fits your company.
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Handle each employee concern consistently. Follow the procedures you have created. Follow through until you have a solution for the concern.
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Tips & Warnings
You don't have to implement every or any employee's solution, but you do need to give each proposed solution genuine consideration. Praise employees for taking the initiative to try and troubleshoot the problem so they will find the process valuable.
Sometimes, no matter what you do, people will complain. Try to avoid complainers if you can.
References
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