12 workplace behaviors that drain energy

gordon coined the term “drainer” to describe “people who suck the life and energy right out of you.” here are his top 12 draining behaviors, with tips for how to change for the better:1. the energy vampire. gordon calls people who are never happy, rarely supportive and constantly nay-saying suggestions “energy vampires.”what to do: respond constructively when someone offers an idea. even if you think suggestions are off the mark, hear them out. let employees and co-workers know that when they bring ideas, they’ll be received with respect. insist that others do the same. negativity squelches creativity and initiative, but an encouraging attitude keeps creative juices flowing.2. the out-of-control complain train. it’s a well-known phenomenon: one person’s complaint resonates with someone else, who adds grievances, prompting another to throw in her two negative cents and so on. soon everyone is complaining, and any work that gets done is marred by a bad attitude.what to do: push for solutions. if a conversation heads for complaint central, ask the complainers how they would improve things. turn employees from problem-sharers to problem-solvers.3. the vicious voicemail (or e-mail). these critiques often seem more vehement than they actually are. any communication sent electronically can last forever, a constant reminder of supposed shortcomings.what to do: if you need to talk through a conflict, do it in person if at all possible. you’ll be able to ensure your words and tone aren’t misinterpreted, and you’ll be able to immediately have a constructive dialogue. by talking about ways to improve, you can end the conversation on a positive and encouraging note.4. the loaded monday morning inbox. if you’re getting a jumpstart on the workweek, it can be tempting to dish out details and to-dos as you think of them. but coming in to a mountain of e-mail on monday is draining and makes folks feel like they’re fighting an uphill battle from the start.what to do: flag urgent messages so your teammates know which to tackle first. combine as many tasks and questions as you can into one document. if you do fire off a multitude of messages in a moment of panic, a quick note acknowledging the unusual volume can change everything, gordon said.5. the busy bee bamboozle. some workers confuse activity with progress. they seem busy but don’t meet deadlines or accomplish much. when teams are being formed, people hope this type isn’t assigned to theirs.what to do: set goals and hold yourself and others accountable for results. goals should be things that matter and that are visible and valuable to your team. make sure goals are crystal clear — they’ll be easier to accomplish.6. the low-performer look-away. low performers drag the rest of the team down. they create resentment and generate more work for others. if you allow them to linger, your best employees will move to more productive environments.what to do: don’t tolerate low performance. hold everyone accountable for meeting goals and adhering to the same performance standards. if one person consistently misses the bar, take swift action. let employees know you value their hard work and will not allow others to do less and get away with it.7. the unclear communiqu

From:  www.bizjournals.com

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