In yesterday's issue of Promotional Consultant Today, we shared guidance on how to respond to customer reviews—both positive and negative. Today, we examine how to respond to negativity within your own team. Negative employees can impact the entire team, making it nearly impossible for your employees to work together collaboratively. What do you do when you have a negative employee who always seems to be complaining about something, whether it's the traffic, a pressing deadline or a demanding client?

Deborah Grayson Riegel, a coach, speaker and author, says that calling the employee out on their negativity can often backfire. In this issue of Promotional Consultant Today, we share Riegel's strategies for working more positively with a negative person.

Be understanding. Riegel doesn't encourage leaders to have empathy but rather understanding. You may not feel what your employee feels. Being understanding doesn't require you to communicate it directly to the other person. Instead, Riegel says it requires you to shift your mindset from "I don't get why anyone would act like this" to "I can see why someone might act like this" even if you wouldn't. A negative employee may have personal issues going on that you know nothing about. The individual may not be aware of their impact on others or they may have some needs that aren't being met. Try to see things from their point of view and be understanding.

Take personal responsibility. It's highly likely you may not get this negative person to change their ways. So, change yours, suggests Riegel. Take personal responsibility for how you might be contributing to the employee's behavior—even in some small way. You can also take responsibility for how you night be contributing to an environment that supports the behavior. Riegel suggest talking to senior leaders or colleagues about helpful strategies rather than complaining about the worker behind their back.

Try a new approach. If you're dealing with a negative person on your team and you feel like your tactics aren't working, Riegel suggests trying something new. Run some short-term experiments to see if a different strategy provides some relief for you and for the negative person. For example, if you've been keeping things "just business," try demonstrating interest in the employee personally. If you've been walking on eggshells, try being direct with your requests. If you've been avoiding the employee, try offering him or her some positive feedback.

You may not be able to change a negative person into a positive one, but you can develop the skills to bring positivity into a difficult working relationship. Always approach the negative employee with understanding and consider how you might play a role in their behavior. Rather than letting the negativity run rampant, don't be afraid to try different strategies for infusing positivity into your culture.

Compiled by Audrey Sellers

Source: Deborah Grayson Riegel is a coach, speaker and author focused on presentation, communication and leadership skills. She is the CEO and chief communication coach for Talk Support and the director of learning for the The Boda Group.