Why Debbie Downer Needs to Improve or be Terminated

A recent MSN Poll asked the question: What’s the best thing about a new year?  Here are the survey results:

·        33% – New year, fresh start

·        31% – None of these sounds good

·        19% – Being warm and cozy indoors

·        17% – Sports

One-third of respondents said, “None of these sounds good.”  Really – you can’t find anything to be excited about?  What does this tell us?  That there are people in this world who you do not want working for your organization, as they are not engageable.  You know the ones – glass half empty, always complaining, always pulling up the rear or worse, engaging in office politics, trying to sink your ship.

From the research I’ve conducted, managers in most organizations allow people like this to stay because they don’t want to have a tough conversation with the employee about the areas where the person needs to improve.  Or, the manager does not have the skillset to have the conversation and they are doing nothing to obtain it.

However, ignoring the situation – even in times like this when you may be laying people off and experiencing a hiring freeze – is the worst thing you can do.  Why?  Because when you have a negative employee in your work environment, everyone around that individual knows it and is wondering, “Why aren’t leaders doing anything about this?”  And in that moment, you are chipping away at the trust workers have in leadership, which causes them to disengage.

What Can I Do?  Assess all members of your team.  If someone among you is a Debbie Downer, act.  Have a conversation with the employee and make them a part of the solution.  Together, develop an action plan and document how you will measure success.  If this does not solve the problem, know when to say goodbye and cut your losses.  Your employees and shareholders will thank you.