Reduce negative emotions at work
There are many sources of negative emotions at work. These sources can be diverse and range from a very practical problem (eating at lunchtime) that will often affect the collective, to much deeper problems (isolation, conflict, etc.) that will rather affect the individual.
The objective of this practice is to reduce negative emotions as much as possible in order to leave more room for positive emotions that promote growth and well-being.
Identify sources of negative emotions
For this, you can use several tools together:
- the "grumbling" channel of your communication tool; it is ideal for identifying problems relating to comfort: problems with restaurants, coffee, clogged toilets, parking, air conditioning...
- caring listening (informal, coffee time, etc.)
- discovery reports
- regular anonymous evaluations of the workplace
- individual interviews
- team meetings
Whether they are clearly expressed or implied, be attentive to all these small problems that "rot" the daily life and note them !
Take the time to address each of issues raised. Rank them according their type and priority.
- For problems related to comfort: You will certainly have to call upon your office manager or general services according to your structure. Be careful, when you delegate, make sure you follow up on your request.
- For problems related to the functioning of your team: Do not hesitate to address the problem collectively in order to find together a solution that will suit to everyone.
- For problems related to the operation of the company: Transmit to your superior or to the right people. Again, follow up on your request.
- For more individual problems: It is up to you to see to what extent you can respond by being a caring and attentive manager and/or to refer them to the HR department (while remaining the privileged contact for follow-up).
Communicate the impact of change
This may seem trivial but it is very important, precisely to show your employees that their opinions and well-being are important and that you personally take time and care about them.
So, use your communication tool for that too: validate the reading of a request, make a message on the state of the air conditioning, post an extract of the meeting report with the management where you addressed the problem, etc..
Evaluate the degree of satisfaction of your employees
Don't waste your time, take the time to assess the degree of satisfaction of your employees:
- Direct way: Ask your team (regularly and anonymously) if they're working in a great work environment.
- Indirect way: the proportion of "grumbling" expressed, the general atmosphere in the team, the performance of your team, etc.
Careful, we are in a virtuous circle here: if the collaborator raises a problem, if he sees that it matters to you, and that you do what is necessary to fix it, you will enter a climate of trust. You demonstrate that things can change with everyone's help.
The employees should address you more and more problems. Don't worry your coworker will also be more and more involved in their resolutions.
The employee who feels listened will commit more... and therefore more efficient ! So we continued to reduce the sources of negative emotions and we are now trying to boost positive emotions 😉