You know how it is: that one negative team member who affects the whole atmosphere? The one who sighs deeply and loudly at everything, or responds to most things with a critical remark or look? You try to ignore it, but it’s hard. Whilst you barely notice what’s going on with some colleagues, others are impossible to miss because, somehow, they seem to drain all the energy. And that’s annoying. It happens to a lot of teams.
Why is it that we actually give those negative thoughts or people so much space? Does it make us feel better? No. Do we perform better? Certainly not. Does it help you sleep better? Probably not either.
Negativity quickly sets the tone in teams. A single sigh can sometimes get more attention than ten things that are going well. Our brains are partly wired that way: we’re quicker to notice what’s going wrong than what’s going right. In teams, that effect can spread easily. Before you know it, a conversation is mainly about what’s difficult, what isn’t working, or why something probably won’t work out anyway. Or about all the things wrong with the boss.
Complaining can also bring people together. Sighing together for a moment, making a joke about everything that’s wrong – that creates a sense of recognition and relief. The trick, however, is to ensure it stays at that. Before you know it, it becomes the tone of the conversation or the atmosphere in the department. And that drains energy.
That doesn’t mean there’s no place for criticism or concerns. On the contrary. In good teams, problems are actually brought to light. But there is a difference between offering constructive criticism and an atmosphere where negativity tends to dominate.
This is where the manager plays a key role. Not by banning negativity or insisting on always being ‘positive’, but by consciously steering where attention is focused and where energy is channelled. What is given space in the conversation?
Teams that regularly reflect on what does work, where even small successes are acknowledged and where people feel their contribution is recognised, develop a different dynamic. Energy grows, engagement increases and people are more likely to take the initiative.
Positivity doesn’t have to be grand or exaggerated. It’s often found in small things, such as asking what went well today, offering a compliment for a step taken, or consciously acknowledging progress.
Because ultimately, the same applies to teams: what you focus on grows.
Do you recognise this from teams you’ve worked in?
