In some companies, laughter and good humor are infectious. The American Kurt Lewin, considered one of the fathers of social psychology, was interested in the question of group dynamics and its benefits since the 1930s. Since then, table football, unlimited hot drinks and the smiles of the chief happiness officers(CHO) tried to materialize happiness at work… without success: in fact, a recent Qualisocial/Ipsos study (“Quality of Life and Working Conditions: what do French employees really need in 2024?”) reveals that 53 % of employees are disengaged, 67% go to the office without motivation and 40% say they are “generally dissatisfied with their life”. Among these profiles, we must mention the negative ones who ruin everyone’s life and seem to wallow in their difficulties. In 2025, one of the priorities for managers will be to tackle this negativity. “It’s already good for a manager to ask the question,” comments Marie Hombrouck, founder of Atorus Executive, a recruitment firm for legal and HR functions.
For the expert, the first step consists of questioning herself by carrying out what she calls an “audit” of the team: understanding the origins of this behavior, its starting point, the people it affects, and why. it is so visible. It’s about identifying this person who tends to spot the slightest difficulty in order to highlight it and who has made a specialty of formulating XXL criticism, with the risk of demolishing the work of the author in the blink of an eye. team patiently developed. Then, it is important to identify the causes of this attitude: a temporary emotion? An unfortunate word? Bad relationships with colleagues? A poorly assessed work overload? An anxiety-provoking climate endogenous (restructuring) or exogenous (wars, economic crisis) to the company? Harassment? Changes in personal life? A non-recognition of commitment? “We must not ignore any possibility,” insists Marie Hombrouck, who suggests conducting an interview by practicing “active listening”.
This can be a complicated moment if the person is describing everything they are feeling or if they have real personal and psychological problems that are encroaching on their professional life. It is important to find the right balance: not being intrusive while insisting on making sure you understand, a delicate exercise when you find yourself faced with behaviors such as constant criticism, resentment, frustrations, anger or pain. However, this face-to-face discussion is necessary to break the abscess. The objective is to help this colleague as best as possible but also to avoid the spread of pessimism to other members of the team, who could be tempted to flee to services with a less oppressive atmosphere or worse, to leave the team. business. The manager must not be in denial or in the blissful hope of a better tomorrow. “You must not imagine that this will stop. You must speak as soon as possible, at the first signs of negativity,” advises Marie Hombrouck.
Before getting to the termination of the contract…
However, the expert sets limits: “it is not your role to be his psychologist”. She also recommends taking a step back: “don’t let the situation overwhelm you, you are in a professional context above all”. If the employee’s positions are disturbing, this former lawyer advises: “be frank, tell him clearly that you are not comfortable with his speech.” Calling on human resources can be useful before taking action. So, far from being a detail, the lack of recognition can be resolved by the manager. Do not neglect work overload either: 50% of employees declare that their work pace is greater than before the health crisis, six managers and human resources managers out of ten also feel this intensification (12th Human Footprint barometer, November 2023).
For those who are bored, several options can be considered, such as training or a change of position: according to LinkedIn’s “Workplace Learning Report” (2022), 94% of employees would stay longer in a company if it invested in their career. Other possible options: resorting to coaching or isolating the employee while a solution is found.
Finally, do not fear the termination of the employment contract, to preserve the integrity of the team and productivity. For the pessimist, if he persists as a prophet of doom… perhaps he will be happier elsewhere?
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