Negativity in the workplace is not simply “bad energy” or a “personality clash.” It is associated with energy, comments and behaviors that, when combined and perpetuated, undermine both individual wellbeing and a productive workplace culture. Yet it is often overlooked – not because it’s invisible, but because it’s openly excused and/or implicitly condoned.

I’ve worked with countless teams where toxic dynamics were dismissed as “That’s just so and so – that’s just the way they are”. However, persistent sarcasm, cynicism and negativity translate into behaviors that can – and should – be addressed.

Negativity Is Contagious — and It Spreads Quickly

When negativity shows up, it rarely does so quietly. It creeps into conversations, divides teams, undermines decision-making and interferes with constructive change.

It causes people to withdraw. To stop contributing. To second-guess themselves. To look for work elsewhere. Even those who want to stay engaged begin to pull back – not because they don’t care, but because the environment no longer feels psychologically safe.

This isn’t about “tone policing” or suppressing honest feedback. It’s about ensuring that concerns are voiced, in good faith and in a reasonable and respectful manner. No personal or professional concern, however valid, justifies creating a culture of sarcasm and blame.

The Cost of Tolerating Negativity

When negativity is allowed to fester, here’s what happens:

• Morale declines. Individuals recoil and disengage.
• Turnover increases. Your best and most constructive leaders and team members quietly start looking for work elsewhere.
• Productivity suffers. Negativity doesn’t resolve workplace concerns – it creates even more. Individuals get sick when consistently exposed to negative messaging and sarcasm. Absenteeism increases, deadlines are missed, and collaboration is replaced with conflict.
• In short, the cost of turning a blind eye is far greater than the discomfort of necessary intervention.

Leadership Is Defined by Action — Not Words

If you are in a position of leadership, you play a key role in shaping your workplace culture – not through your mission statement, but by what is tolerated, modelled, and reinforced every day.

It is important to ask:

• Have I addressed negative, sarcastic and disrespectful behavior on my team?
• Am I modeling and fostering healthy and balanced communication – or am I allowing intimidation, sarcasm and cynicism to dominate?
• Do I intervene when dialogue becomes dismissive or destructive, or do I pretend not to know about it and hope it will “just work itself out”? (Spoiler alert – it never does).

Your silence may be interpreted as support for the negative messenger or messaging. Your inaction may be seen as tolerating this type of behavior. And over time, your team will believe – and reasonably so – that the worst behavior in the room is the acceptable norm.

Moving Forward: From Awareness to Action

As I often say in The MIRROR Method, meaningful change begins with honest reflection. Take the time to assess how negativity is showing up in your workplace – and how your response (or lack thereof) might be contributing to it.

Then, take action.

Not through grand gestures (or being negative about negativity), but through consistent, and respectful accountability.

Set clear expectations around professional conduct. Define what it is, and what it is not.

Intervene early when behaviors don’t align with expectations.

Model the communication you expect to see by showing up in a calm, clear, and constructive manner.

Negativity may be contagious. But so is respect. And every action we take feeds one or the other.

👉 Enroll in The Critical Role of Workplace Leaders in Conflict Resolution today and become the kind of leader whose actions support a respectful problem-solving culture.