How to Spot and Stop Negativity
Aug 03, 2025
You can feel it before anyone says a word—resistance, worry, and doubt settle into the room like fog. In times of organizational change, it doesn’t take long for uncertainty to invite negativity through the front door.
But negativity doesn’t always announce itself with shouting or slammed doors. More often, it creeps in through side conversations, subtle disengagement, and that “off” feeling you can’t quite name.
As leaders, our job isn’t just to drive results—it’s to read the emotional climate of our teams and adjust accordingly. The earlier we can spot negativity, the better we can prevent it from taking root.
Negativity Early Warning Signs
Silence in Meetings
When team members who usually contribute go quiet, it’s often not because they agree—it’s because they don’t feel safe or heard.
Leadership Insight:
Patrick Lencioni warns, “Silence is not a sign of agreement. It’s a sign of disengagement.”
What to Do:
Create a “safe space” by inviting honest feedback. Ask open-ended questions like:
“What concerns might we not be addressing yet?”
“What’s not being said that needs to be?”
Backchannel Conversations
Side comments, whispers, or office gossip can signal unresolved frustration or distrust.
What to Do:
Rather than cracking down, bring concerns into the open with curiosity, not judgment. I want you to know it was easier to write that than to actually do it:
“I’ve heard a few questions floating around—let’s talk about them together as a team.”
Leaders set the tone for transparency. Be proactive, not reactive.
Sarcasm
When change is announced, listen for the “here we go again” eye-rolls. Sarcasm is often just masked fear or frustration.
Leadership Insight:
Brené Brown reminds us, “People will do almost anything to not feel pain—including causing pain and picking on those who are leading.”
That’s the truth my friend. Our jobs as leaders are difficult. Those not in charge often think they can do it better. It’s easy to be an armchair quarterback, but to be the one calling the plays, well that’s the hardest job.
What to Do:
Instead of defensiveness, respond with empathy. Try:
“I can sense this is tough—what do you wish was different about the process?”
Drop in Energy or Productivity
When teams feel uncertain, their output often drops—not because they don’t care, but because they’re unsure what matters.
What to Do:
Re-anchor them in purpose. Reaffirm the “why” behind the change:
“Yes, we’re navigating a shift—but our mission to serve hasn’t changed.”
Then offer clear short-term goals to help regain focus and momentum.
Micromanagement or Withdrawal—From You
Here’s a hard truth: negativity sometimes starts at the top. When leaders feel overwhelmed, they often retreat or over-control—and that behavior trickles down.
What to Do:
Practice self-awareness. Ask yourself:
“Am I modeling calm, clarity, and confidence—or am I transferring my anxiety to the team?”
Leadership is contagious—so is your mindset.
3 More Strategies to Diffuse Team Negativity
Don’t Match the Energy—Redirect It
When a team member is negative, it’s tempting to shut them down or meet sarcasm with sarcasm. Don’t. Instead, redirect the energy with curiosity:
“You’ve raised a great concern—what solution would you suggest?”
Negativity often masks frustration. That same passion can turn into productive energy when it's heard and channeled.
Give People Purpose in the Pain
Change without context feels like chaos. But change with purpose becomes a mission. Remind your team why this change matters—and how their role contributes to the bigger picture.
Example:
“This transition is hard—but it’s what gets us closer to creating content that truly reflects the heart of our community.”
When people understand the “why,” they’re more willing to weather the “how.”
Model the Mindset You Want to Multiply
Positivity isn’t about fake smiles—it’s about grounded optimism. If you’re constantly negative, rushed, or cynical, your team will take that as permission to do the same.
Try this:
Share your own process for staying positive:
“When I feel overwhelmed, I go for a walk and jot down what I can influence. It helps me stay focused.”
Leadership starts with emotional modeling. Be the energy you want your team to reflect.
Quick Tools to Re-Center Your Team
Weekly Wins: Start each meeting by sharing small successes—positivity thrives when progress is visible.
Feedback Pulse Checks: Use one-on-one check-ins to monitor morale.
"We Can Control…" Lists: Help your team sort what’s in their control versus what’s not—and focus energy where it counts.
Set the Temperature: Begin each week by asking, “How’s the energy right now?” Normalize emotions.
Final Thought: Don’t Wait Until It Boils Over
Negativity rarely shows up in obvious ways at first—but if you wait until morale hits rock bottom, you’ve missed your moment to lead.
Instead, treat negativity as feedback in disguise. It’s often your team’s way of saying: “We’re confused. We’re anxious. We need clarity.”
By spotting the signs early, opening space for honest conversation, and leading with emotional intelligence, you don’t just manage change—you guide your people through it.
Need help reading the signs on your team?
Let’s talk. I offer executive coaching to help leaders navigate change, boost morale, and lead with purpose—even in the messiest seasons of uncertainty.