The Hindu Business Line : Managing pessimism in the workplace

Notwithstanding the plethora of self-help books available in virtually in every Indian language and in English, a great deal of pessimism still prevails in a large number of organisations. This happens for several reasons. Those who have not updated their skills often indulge in “in-those-times” talk, recalling with fond affection a glorious past, when employees knew one another, where a little “personal touch” mattered a lot and, when employees w orked with a great sense of loyalty.

Gradually and naturally, times have changed. Loyalty is as good as gone and, engagement is in. If employees see a holistic package that includes good pay and a great deal of intrinsic satisfaction, they stay on. The old guard is unused to the brash, sometimes arrogant, ways of today’s younger generation. When the old and the new clash, and the latter are no longer powerful, pessimism rules high.

When pessimism rules high

Second, when some managers do commit mistakes and the subordinates are helpless, , pessimism rules at the workplace. An employee who performs quite well becomes the blue-eyed boy of the boss, for reasons that include merit, but not just that. This employee, mostly a supervisor, becomes so powerful that his ideas are given too much importance. Even if others come up with equally good or, if not better, ideas, they are not considered. Third, pessimism rules when some simple basic amenities are not taken care of — for example, if the food is not up to the standard. Unresolved grievances also make employees pessimistic. All it takes is plain common-sense solutions to manage pessimism.

Transparency and openness can tackle many a problem. What needs to become evident is the sincerity and honesty of managers in doing something about the grievances of those who are pessimistic. Contrary to common perception, those who are pessimistic are not those who are so because of some deeply ingrained habit. They become pessimistic because of some circumstances that are under the control of managers. Managers need to keep their ears and eyes to the ground. Generally, when managements and managers appear to be fair, half the battle is won. Second, the old-timers positively need some counseling to adjust to new realities. The pessimistic employees, more often than not, have some original ideas on motivation and morale issues. It is, hence, essential that the HR professional hears them and takes corrective action. Of course, a lot of cross-checking is required in areas that concern vital issues such as the managerial styles.

Understanding human behaviour

One of the ways to tackle pessimism is to involve the very same people in administrative activities so that they interact with others and learn to understand and appreciate human behaviour. Lastly, employees should interact with families of their own colleagues. This will help them understand human emotions and feelings far better, and give them a holistic view of life While being optimistic is the best medicine for all people at all times, in the organisational context, managing pessimistic is a big imperative that cannot be ignored.

(The author is a Chennai-based freelance writer.)

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