HR Solutions: Handling negative attitudes in the construction industry

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Hourly workers with negative attitudes can be especially detrimental to employers in the construction industry. Where they occur, companies can expect decreased productivity and increased error rates. In addition, overall employee morale will decrease and turnover will begin to accelerate. |ret||ret||tab|

Psychologists say that genetics and environment form 80 percent of an individual's personality by the age of five; therefore, the first line of defense is to avoid hiring a person with a bad attitude. |ret||ret||tab|

If an employer who has made a hiring mistake and wants to work with such an employee to change, several options are available. |ret||ret||tab|

First, look for a valid reason for the negativity. |ret||ret||tab|

Is the worker's manager practicing sound supervisory techniques? |ret||ret||tab|

Is the foreman listening to his or her ideas with an open mind? |ret||ret||tab|

Does the organization have clear-cut policies and procedures? |ret||ret||tab|

Is the employee surrounded by qualified coworkers or is he doing more than his fair share of the work? |ret||ret||tab|

Does he have the tools he needs to be efficient and successful in the job? |ret||ret||tab|

Is his pay competitive? |ret||ret||tab|

Is the business concerned about providing exceptional customer service? |ret||ret||tab|

Be a role model and show that pleasant thoughts and speech lead to excellent performance and outcomes. Surround the worker with positive coworkers. Simultaneously, focus on his good behaviors and provide feedback to encourage continued appropriate actions. Make it a point to let him know he is a valued team member. Involve him in a discussion concerning what he enjoys about the job, his peers, management, the construction industry and the company. Feed the information back to him when he becomes antagonistic. Provide the associate with a leadership role and responsibility for bottom-line success in a project. Each time he states a negative, ask him to think of one positive regarding the situation. Be sure to determine and share several favorable aspects. |ret||ret||tab|

Negative people typically possess low self-esteem. Setting and achieving goals is a proven method to increase self-esteem. Dreams determine goals, so quiz the workman about his aspirations. Help him develop a detailed action plan with deadline dates. Regularly monitor his progress and praise him as he attains milestones. |ret||ret||tab|

Ask why the worker is so unhappy. Quickly fix simple problems and show him how easily an unsatisfactory issue is turned into a beneficial one. Address the tougher work-related concerns to create more favorable conditions. Try to find the prime root of his problem. Request his assistance in developing solutions. |ret||ret||tab|

Be direct when he exhibits inappropriate behavior. Share the result of his actions, such as disrupting the group and hindering the workflow at the construction site. Explain what you will do to help him attain the expected standards. Spell out consequences if he chooses not to change. Express your confidence in his ability to accomplish the objective. |ret||ret||tab|

Solicit input regarding why he thinks a particular event is a unsatisfactory. Ask if he has a better way. Make him justify his opinion and soon he will find his view defies common sense. |ret||ret||tab|

Habitually negative workmen strain team members, management and the construction organization as a whole. Aggressive action by management will either turn around these jobholders or motivate them to leave. |ret||ret||tab|

(Lynne Haggerman is president/ owner of Haggerman & Associates, a retained search, outplacement, management training, and human re-sources consulting firm.) [[In-content Ad]]