Why bother to bad behavior? It’s tempting to ignore it, hoping it will go away on its own—but the reality is that it rarely does. More often, unchecked negativity festers and spreads, impacting your entire team’s morale and performance.

As a supervisor or leader, one of the most challenging yet essential tasks is addressing bad behavior within your team. We’ve all encountered that one person whose negativity seems to drain the energy from the room. Or maybe it’s the persistent naysayer who’s quick to shoot down their teammates’ ideas.

Here are five key reasons to address negative behavior:

1. It Impacts Morale – Bad behavior acts like poison, draining the energy and positivity of the whole team. When one person is down, it can drag others down too.
2. It Hurts Productivity – Negative attitudes seep into work quality and effort, and unfortunately, bad habits can become contagious.
3. It Destroys Trust – Consistent negativity creates doubt among team members, making them question each other’s dependability.
4. It Reflects on You – Letting bad behavior slide can raise questions about your leadership. Your team may start wondering why the issue isn’t being addressed.
5. It’s Costly – Eventually, negativity leads to higher turnover. Replacing good employees is time-consuming and costly—resources far better spent on team development.

We can’t afford to let bad behavior ruin a good team. But addressing it doesn’t have to feel like a confrontation.

Positive Phrases for Shifting Negative Behavior

So, how should you address negative behavior constructively? It’s all about framing feedback to encourage growth. Positive, constructive phrases can help shift mindsets and behaviors. Here are a few to try:

• “I’ve noticed…” – Starting this way is neutral, offering an observation without blame and opening the door to a productive conversation.
• “I need your help with…” – This phrase brings the employee into the solution. It also reinforces that you see them as an important part of the team.
• “Let’s work together to…” – This language emphasizes collaboration, letting the employee know you’re there to support positive change.
• “How can I support you in…” – By offering your assistance, you show you’re not only identifying the issue but actively seeking solutions together.

I remember a time when I stepped in as a new supervisor and “inherited” a long-time employee known for her negativity. Her condescending comments and eye-rolls at suggestions were all too common in team meetings. I leaned heavily on these positive phrases to provide feedback on her behavior. Here’s how it went:

• “I noticed that you sometimes roll your eyes when someone suggests an idea in meetings, and I’m concerned this might discourage others from sharing.”
• “I need your help in setting a tone of open communication and collaboration within the team, especially as an experienced member.”
• “Let’s work together to create a team environment where everyone feels heard. Can I count on you to help with that?”
• “Please let me know how I can support you as you share your expertise and contribute to a positive team atmosphere.”

It wasn’t easy for my employee to break her negative habits, but she genuinely tried. Over time, she started catching herself, even rephrasing comments to sound more constructive. For example, after dismissing an idea with “That won’t work!” she backtracked and added, “Well, maybe we could try it and see what happens.” I commended her on the spot for being open and acknowledged her progress during our one-on-one meetings.

In the end, banishing bad behavior isn’t about “fixing”someone. It’s about creating a cohesive and motivated team environment where everyone feels valued and respected. With the right approach, you can transform negative behavior and create a team that will work together better!