As a manager, it's of the utmost importance to stop negativity in its tracks before it's too late. Here are a few guidelines.

If you don’t already know, negativity is contagious. If you have an employee (or co-worker) who constantly complains, shoots all ideas down as stupid and never gonna work then you and everyone else is in serious danger of being sucked into their glass-half-empty hole as well.

Constantly hearing another complaint about a bad boss, being unappreciated, being overworked, and hating their job could make you start believing that you too are settling for a sucky work environment - the things they say can start to sound justifiable and true.

But we’ll get to that later. First, let’s discuss the real reason why negativity is horrible for your ship and its crew members.

Read: The worst possible motivational techniques known to man

Negative Neds and Nellies

It’s best you keep your ears and eyes open for the signs of pessimism in your department.

If an employee possesses or exhibits any of these behavioural patterns, consider it a red flag:

• increased complaining

• always a reason why things can’t be done

• no faith that things can or will get better

• excessive need to control

• acts as blamer not solver

• single-minded approach to problem solving

• stubborn and against change

• insists they're privileged to confidential information

• regularly expresses dissatisfaction

• operating on automatic mode, lacks initiative and has no pride in their work

• vocal about anti-management sentiments

• constantly bumps heads with authority

• regular doomsday talk, e.g. “the company is going down” or  “we’re all on the chopping block”

• believes grapevine stories even those stemming from unreliable sources

It’s no wonder they’ve been crowned as CAVE dwellers, or "Consistently Against Virtually Everything." Whether it’s due to office politics or hostile relationships, negative Neds and Nellies have the potential to:

• break trust

• hinder positive change

• kill morale

• block productivity

• cause employee disengagement

• decrease retention rates

• spread misery

Avoid being sucked into the vortex of negativity by rather remedying the situation in 2 easy peasy steps.

1. Be transparent

Stop the rumour mill in its tracks by addressing hearsay and doomsday theorists head on. Either approach the troubled employee privately, for a little one-on-one chat, or address the whole floor with a meeting. Assumptions and wild imaginations that are left to run wild can lead to disengagement and dysfunction. If you are transparent about where the company is heading, what changes are planned, and any employee recognition schemes that are being implemented, you can get ahead of any unfounded speculation.

Do not ignore complaints, investigate them. Whether it’s only one person, or a group who highlights a problem, there’s always something you can learn from their grievances. Perhaps Ned or Nellie simply requires a little more attention in the form of a greet and smile every morning and at clock out time to stop the ‘he’s so rude, full of himself and disrespectful, why should I listen to him if he treats me unfairly’  type of reasoning. Or maybe their negativity stems from a more serious personal problem that requires counseling. If that's the case, arrange a meeting with HR as soon as possible.

If it’s more than one person, perhaps their grievances are legitimate and you’ve been acting like a bully or overall horrible boss. By opening the lines of communication, you can iron out the wrinkles easily, make some positive changes and increase productivity in the process.

2. Invest in great corporate culture

Sometimes a complainer is just a drama queen (or king) who cannot stop looking for, finding and creating drama. Therefore, it is of great importance that your hiring procedure is excellent. You have to realise that company culture is management’s problem. Ensure that recruiters attract and retain not only those candidates who possess the best skills, most experience, and excellent educational achievements, but who have them coupled with a wonderful personality and perfect culture fit too.

Read: What is the rand value of a good company culture?

So, how do you do you attract the perfect candidates who will grow your company to greater heights (and who won't infect the rest of your staff with negativitis)? Choose from these amazing local candidates and brand your company as a top employer in South Africa. And of course, following Careers24’s Management Advice won’t hurt either.