Workplace: Watch Out For The "Bad Wives" In The Office.

"Suffocating" is no doubt conducive to the formation of a benign working environment, many employees may not want to be affected by these negative motivators.

For this reason, they first need to understand a system of leadership experts call "informal network".

This network exists outside the formal corporate ecological chain, based on the connection between people, from the main motivator to the energy destroyer and the people in between, regardless of the position.

If you think it sounds a bit unreliable, you are not the only one who thinks so.

Cross and Booz Jon senior partner Jon Czen Bach have worked with such senior managers who refuse to accept this concept and refuse to believe that there is another structure beyond the workplace structure they know and control.

Katzenbach said: "if you let a high-level organization find the best motivators, they will not choose people."

But with a little digging, you can find these networks. "

We can make sketches and other illustrations to show connections between people, "said Cross, Professor of McIntire School of Commerce at University of Virginia, University of Virginia." Mcintyre,

These diagrams can show how frequently people interact and interact with each other.

"Then we overlay the sense of belonging and job satisfaction," he continued.

Finally, we can find out the positive motivators and passive motivators.

Why do we do this? There is evidence that negative motivators do harm to the company.

The Journal of Vocational Behavior published a paper in 1994.

In the paper, researchers Laurence nicowitz and Mary Rosnovskiy found that pessimistic people who work on the outlook tend to be less productive than others, no matter how satisfied they are at present.

"Even when things are good, these individuals may also be concerned about the bad side of their work," the report said.

They will also drag their colleagues into the water.

In a research report that has not yet been released and is undergoing peer review, cross also found that "negative interaction results in"

It has a significant impact on a series of indicators that measure the physical and mental health of the working environment. "

In other words, coping with too many negative factors can be overwhelming.

These negative interactions

Far beyond the positive impact.

Although the number of positive motivators in the organization far exceeds that of the negative motivators, the negative impact of negative motivators on work performance and employees' feelings is two times more positive than those of positive motivators, "Cross said.

Specifically, cross believes that about 5% of employees bring about 90% job related distress.

So how can we get out of their negative energy circle? Two people, CAC Cen Bach and cross, think you should not try to change their attitude.

People who basically hate their jobs will resist any attempt to change their efforts - their ultimate goal is not necessarily to feel better.

Vice versa.

Katzenbach said that some people in the company make others feel good about their work and get satisfaction from it, even if management has never affirmed their role.

Company managers can make changes through guiding the working atmosphere.

Most of the employees are neither the top promoters nor the extremely backward ones; they are in between, but they are greatly influenced by the two.

To make everyone confident, the best way is to get them closer to the active proponent - creating opportunities for employees to learn from the best people.

Katzenbach said, positive and upward, "can be contagious".

Cross said that positive people take certain ways.

"They always see opportunities in reality, not restrictions.

They are looking for ways to ensure that others are part of the solution. "

Katzenbach said that they can pass these traits to those who are willing to accept it, and they often know who is most vulnerable to infection.

Of course, in large companies, managers who really understand the situation need to hire experts to screen out the best part from the informal network.

Cross said he usually works with the top of a large company.

For those of us who are at the bottom of the enterprise chain, we may have to find our own way.

But these experiences still apply.

In short, if employees are surrounded by people who make them feel good about their work and themselves, office anywhere can become a happier place.