Stop complaining!

There are people in every organization who will always have something negative to say without offering any possible solutions.

No matter what happens on the job, even if the situation seems positive to everyone else, these people manage to find something negative to say about it.

When the boss announces a raise for everyone, starting next month, these folks will inevitably complain that it should have happened last month.

Workplace negativity and complainers are most often caused by uncertainty, surprise, or insecurity.

Know the difference You should recognize the difference between constructive criticism designed to find a solution to a problem and chronic complaining.

Be careful not to label someone a complainer when they are simply analytical people who can foresee potential difficulties.

Remember that someone in the organization needs to present that point of view.

Of course, it should not become the routine response to every project or suggestion.

The person,who seems to be unyieldingly negative without being flexible enough to accept solution or compromise, can be a drain on morale.

The best thing to do with people like that is to avoid getting too involved with them.

However, if your boss, an important client or a co-worker is one of the chronic complainers, that is not always possible.

In that case, be as cooperative as you can, but mentally separate that person's attitude from yours.

Comfort others People complain less when they feel like they make a difference,make valuable contributions, and that they are involved in developing solutions they have emotionally bought into.

Perhaps that person is having a tough time.

A kind word and your understanding attitude can help your relationship and even help you.

Saying "I realize you have a lot to deal with right now, but I think you're handling it really well," can help defuse the anger of a person who is ready to launch into a complaint session.

A tactful way to steer clear of listening to gripes about a third party is to say,"I know things have been difficult, but I'll be glad to help you get some of that extra work done." Thus you acknowledge that the complainer is experiencing a problem without getting too involved.

It never helps to take sides with one person against another when you are not concerned in the situation.

You probably have to work with both people, so you should stay as neutral as you can.

By offering your help with a specific task you offer a solution that will make the complainer feel better, but aren't adding fuel to his or her anger.

Perhaps you are a person who feels sharing your opinion is not complaining.

Try to understand not everyone feels as you do.

Be sensitive to your co-workers' reactions.

Some may find your expressions stressful.

Others who are worried about their job may feel that to be caught listening to criticism of the company could endanger their further employment.

In some cases, you may be undermining your own good intentions.

Be aware of your own negative feelings and do not transmit them to others.

If you must complain, think about it first.

Make sure you are not feeling victimized, it may cause you to appear as a whiner.

Look at the facts objectively.

Remember the truth will often lie somewhere in the middle.

The other side will have an opinion, consider what it might be and be willing to acknowledge that you may have played some role in the situation.

Lemons into lemonade Incremental steps to avoid widespread negativity can be effective.

Try answering the bad with the good - when someone makes a complaint, counter with a positive observation.

Always ask the question,"How can the situation be improved?"

Jane Boucher is an author and professional speaker with offices in Reno and Ohio.

Reach her at 853-0226 or janeboucher@mail.com.