Ken Warren has a national reputation as one of the leading practitioners and speakers in counselling. He has worked successfully with individuals, couples and families for the past 20 years. His specialities include relationship counselling, anger management, alcohol and drug abuse and adolescent behaviour.

Accentuate the positive

June 1 | Ken Warren

Last week I spoke of positive ways to respond to negative people at work – helping them to be happier by addressing their concerns, changing their work or placing them in another role.

It is also an option to speak to the team about what all can do to help morale or use third parties such as outside speakers who may be in a better position to influence change.

Sometimes the behaviour needs to be confronted head-on. You may want to try allowing the other person to save face by defining the problem in an acceptable way.

For example, that you are concerned about morale in the team or there has been a communication breakdown of some sort.

Offer what you are willing to do to help and be open to any explanations they may give, for example that they were not intentionally trying to undermine your position.

You may need to have a backup plan of how to respond to anger, but I often find if you have the right tone – one where you are aiming for a good outcome for both parties – that most people respond well.

Praise any openness to change or improvement you see.

If there is no change, this is where a more direct approach may be needed.

Repeat your conversation, being very specific about the behaviour you are needing to see. Start talking more about the negative consequences of no change and the positive consequences if there are.

Still no change? You may have to allow them to face those consequences – formal warnings leading to dismissal being the most significant.

Although this is stressful and their behaviour may worsen in an attempt to get you to back off, it is also making the status quo uncomfortable for them, causing many to look elsewhere for work.

Lastly, there is also the option of making the decision to move that person on. It may be possible to transfer them to another team. You may even be able to negotiate their departure by offering them a financial incentive to leave that is beyond the award conditions.

Whatever action you take, it is important you have the support of your line manager. If you don’t have that, you either cope with the situation as well as you can or you find yourself a more positive work environment.

Details of Ken Warren’s upcoming seminar, How to Deal with Angry and Demanding People, are available on 0406 534 800 or www.kenwarren.com.au