Creating a positive work climate

By: Aya V. Jallorina
(Philippine Daily Inquirer, November 19, 2006)
 

Admit it or not, the workplace is teeming with unfriendly forces or people with unthinkable attitudes.

Yours maybe contaminated with scornful employees who whisper behind your back and concoct schemes to sabotage your good intentions.

Given the advances in technology, there are numerous ways to slow up progress, screw up meetings or simply make projects a living hell for those working on them.

As manager, what can you do to make work a renewing, rather than a draining experience?  What efforts can you carry out to create a positive, rather than a combative, work climate?

Use praise to create optimism.  Try commenting this way, "I know you're having a rough time with that project right now, but I can see you've already done some good things and I'm confident in your ability to see it through.  In fact, I recall you've solved even harder problems in the past."  This is a good line because it empowers the employee to figure out what to do by sharing your optimism and confidence in him or her.  It is positive emotional feedback, a powerful lever for improving someone's emotional frame.  When people are in danger of going down the resistance path instead of up the motivation path, they don't need task-specific feedback.  Don't tell them what they did right or wrong.  Give them positive emotional feedback instead.  Tell them things or remind them of things that will make them feel more optimistic and hopeful.

Deal with your own problems before listening to an employee's woes.  Be sure that your head is clear of its own frustrations and stresses before deciding to have an audience with your problematic employee.  Never make the mistake of attempting to solve a work problem at a time when you are feeling angry or upset.  Research shows conclusively that you can't empathize with others when you're suffering an internal upheaval.  your own strong emotions block your ability to sense how the other person feels.  (That is why people are so insensitive and bad at listening when they get into a heated argument.)

Mirror your employees' feelings.  In conversations with your employees, be clever enough to sense the feelings behind their sentiments.  Probe for hidden info by asking "how they're doing"  and "how it's going".  Then tell them what you think they are feeling and ask if you have it right.  (Your interactive listening skills apply here.)  These feelings help you get beyond the typical casual encounter to find out how people really feel.  When they realize you actually care about how they feel and take interest in their feelings, they will start feeling better.  Even if you can't think of anything to say or do to make them feel better, you will have a positive impact just by sharing your interest and concern.

Reaffirm their strengths.  When your employee appears frustrated or pessimistic about a certain project, give him a firm but gentle push by focusing on the positive surface he isn't focusing on.  Try this line, "I know you are frustrated right now, but are there any reasons for optimism?" or "It sounds like a tough situation, but on the other hand, aren't you pretty good at (pick a relevant skill)"  Then follow up to draw him into discussing strengths and resources that he might be able to apply in the situation.  This exercise always helps build optimism.  There is always a positive side to be found, even in the worst situations.

Increase their sense of personal control.  Allow your employees the personal freedom to decide where they work, whom they work with, when they work or what they do.  Even small things like making them in charge on how to decorate their own cubicle may seem a small deal, but for most employees, having control on these matters is a big motivator to work well.

Undoubtedly, a postive work climate creates better productivity.  And isn't that what every manager thirsts for in the first place?