When any employ first enters a company or a corporate, the first thing that comes to his/her mind is ‘How will my work environment be?’ and this is the question that decides whether the employee will remain in the organization or leave.

For example:Andrew is an employee who recently joined company X. The first day when he entered his office, he found everything very pleasing and he was very happy about joining this company. After working there for a few months when asked toAndrew about his experience, he couldn’t resist but complement. The workspace environment of his company was very positive and the colleagues supported eachother and the small talks during the lunch were also very informative. On the contrary, Mathew has joined Company Y. The first few days after his joining were good but after few months Mathew realised that the work space environmentwas not very good.He was given a lot of work load. Colleagues were not supportive of each other and he would often find them bad mouthing of the company or any other employee. This made Mathew sick and he decided to resign.

Employees with negative attitudes can cause more than just an unpleasant work environment; research has shown that negative employees who are focused on pointing out company problems can become mentally fatigued and defensive, which can lower productivity. In addition, negativity can often spread and cause damage to employee morale in agenerally positive work environment.

 HR managers have a major opportunity to create systems and process to make the overall workplace a more positive environment. The first step is understanding the reason behind employee’s negative attitude. According to research the mostcommon reason for employees’ negative attitudes is:

·Not getting paid enough

·Too much work on the plate

·Lack of interest in the work they do

·Not finding the work challenging enough

·Not being well appreciated

·Thinking the management cannot handle the company well

·They don’t see companies’ goals aligning with their own

·Don’t believe that company policies are moving the company in a successful direction

All these negativities can be dealt by HR managers.

Ways in which a HR manager can deal with work space negativity:

·Treating employees as companies’ entity and giving them respect. When an employee feels respected, he/she feels valued thus reducing the work space negativity.

·Quickly and openly communicating changes in policies and procedures and sharing the background for why changesare taking place can help employees feel included and greatly reduce thenegativity sometimes associated with change.

·Promoting from within, offering opportunities for lateral moves within the organization, and cross-training areall great ways to show the company’s commitment to employee growth and helpensure employees are satisfied with their development and job security.

· When employees are given the opportunity to provide input on their jobs and suggest improvements on company policies, they feel much more positive about their employment.

·Employees value being rewarded or recognized for their specific contributions to the success of the company.Rewards and recognition do not necessarily have to be monetary, but they shouldbe valued by the employee to make the most impact.

• Let the experts in your firm handle the training sessions

All this measurescan be taken by an HR manager tom reduce work space negativity.