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December 3, 2020

Key to Becoming a Positive Person: 3 Best Ways to Say No

The experience and expertise of the employees as well as their compliance with the cooperate culture is equally important.

If the corporate culture is based on solid foundations and employees can adapt, efficient production is inevitable. The motivation and approach of the experts, meticulously brought together, are the most important details that determine the development of the enterprise.

I know how important the corporate culture is and I am happy to embrace values ​​based on solid foundations. One of our 3 core values: Being positive. So how to be positive? Here are the 3 Best Ways to Say No that lie behind every start-up or company’s happiness-oriented working approach.

1- No Complaining! 

The concept of complaint, which we can define as expressing the dissatisfaction experienced by people in the face of situations, is not that innocent in practice.

Only one of the biggest problems that people in this world and not notice difficulty worldwide rather than thinking solutions to generate complaints. Because it does not create any value, instead strengthens the existence of the problems by expressing matters one after the other.

As the complaint continues, a criminal is sought and communications that we call gossip with no returns emerge. However, one can find a common solution to these matters by communicating, and a correct communication can be established by conveying the problem to the person who is believed to be causing the problem, not from behind, but through one-to-one meetings.

According to the American historian James Carter Wood, the complaint; It is a method of proving that people are knowledgeable and aware of any subject. Complaint is annoying, corrosive, and even devastating for organizations and companies if it is not interrupted.

According to Sonny Bonnell , author of Inc and Forbes, the biggest reason companies go bankrupt is the useless complaint culture and the inability to avoid gossip. The complaint, which is the easiest response to a situation or problem, is therefore open to spreading.

So how can people see what they lack without complaints?

In other words, shouldn’t people say it when they see a problem or a mistake?

The answer to these questions is of course ‘no’. People not talking to each other, on the contrary, would be a serious mistake that interrupts communication within the company. In communication established by empathy, a sustainable communication network emerges by providing understanding. The community we call a team in companies; it is a group of people who trust each other rather than people working together, and if communication fails, trust is shaken and then culture collapses.

Among the common characteristics of people who are prone to complaints;

1- Not wanting to take responsibility
2- Not believing that you will change
3- Learned helplessness
4- Discouragement

So, how can development and change be achieved at the same time by resetting the complaint?

Here is the essence of the issue that separates good and bad culture in companies:

In successful companies, all employees constantly observe for the development of their teammates in the subjects they are experts in, and they convey the shortcomings they see like a teacher to their teammates through one-on-one interviews. These constructive criticisms and their evaluation are one of the only methods of keeping up with this change and development in our rapidly changing world.

In summary:

The useless complaint, while serving the ego; constructive feedback serves the company to adapt to change and develop.

To understand this important value in recruitment interviews, the behavior of the candidate when complaining about someone else before is analyzed. In such a situation, if the candidate realized his mistake, corrected it and made an effort to turn the process into a positive, he/she is deemed to have passed the interview in the sense of the “no complaints” culture.

2- No Ego!

It would be a correct definition to express the philosophy of humble people with the words “As a person rises, he descends.”

Because a person understands ‘nothing’ better as he rises in position and knowledge. On the other hand, the ego prevents people from listening, learning, and developing. The ego says ‘I’, not ‘we’. The ego thinks that he/she knows without knowing yet, that he/she has mastered the subject without learning.

In life, we all need to be praised and appreciated when we have achieved it. People with ego take this feeling to a different level and want to be constantly approved and appreciated in their work.

When they become managers, they think they can manipulate others with a few nice words to get what they want quickly.

It is very difficult to give feedback to people with ego. In the first constructive feedback closed to criticism, they admit their deficiencies and mistakes only when they discover their own mistakes, not from people. Therefore, they are very difficult and slow to learn.

The primary effect of ego in companies is in communication. With ego people surrounded, people even hesitate to ask each other questions. Communication channels begin to close in the company, which causes inefficiency first, and then cultural destruction of the company. In storms of ideas dominated by the ego, the opinions of the dominant people are accepted rather than the right one. When the “need to be right” of people with ego covers the company, there is no longer a trace of innovative and creative ideas.

How can we communicate with those captured by his/her ego?

First of all, it is necessary to examine the personal “ego” and its effects by observing. A behavior or situation that is considered to be incompatible with company values ​​is conveyed to the person who created it individually as feedback. When giving feedback to someone with high ego, attention should be paid to:

1- Giving positive and negative feedbacks in a balanced way
2- Giving feedback in the form of a dialogue rather than a one-sided monologue communication
3- Giving one feedback in a meeting, not giving all the deficiencies in the same feedback interview
4- Proofing the feedback with strong evidence
5- Waiting for the right time: giving feedback when a person is depressed can do more harm than good
6- Stating that the purpose of the feedback is to help them
7- No matter what happens, respond calmly and restrain himself/herself

Instead of correcting employees with ego with constant feedback like other values, hiring egoless people is the most basic method of creating the right culture. For this, in recruitment interviews, the candidate is asked to provide information about his previous work at his company. If the person only talks about their own achievements, constantly says ‘I’ instead of ‘us’, and takes all the credit for the work done, it means he/she has a high ego.

3- No Negativity!

Being one of the main causes of many health problems, negatively looking at life also puts a general unhappiness on people.

Starting from the saying “People are the average of 5 people with whom they spend the most time” , when you are surrounded by negative people, you start to look anxious and worried about life and often start to say, “God, why is this always happening to me?”.

This is no accident. Humans are composed of cells, atoms, and particles that we call sub-atomic. According to lecturer Joe Dispenza , since subatomic particles are made of energy, they can move to the future independent of time and space according to the quantum theory. Again, as your thoughts are made up of subatomic particles, they have a great influence on the formation of reality.

Negative people tend to focus on the trouble they go through in achieving that goal rather than the goal they will reach in any given work. When you lend a helping hand to negative people to look positively on life, you discover that they actually have no goals such as success or happiness, so they want to stay the way they are rather than change. In many psychology books, it is mentioned that negative people imprison themselves in their minds and that a great escape plan is required to get rid of it.

Negativity affects not only the bodies it belongs to, but also the people around it, like a contagious disease. Unlike positivity, negativity has a stronger effect. In a company of hundreds of people, even one person can change the culture of the entire company with the energy she/he has.

We see that companies with negativity suffer great motivation losses even in the smallest problems. The work environment becomes depressed and tense. People in this structure who constantly distribute black clouds; Deep and meaningful storms of ideas simply do not happen while you are busy attracting the energy of the environment. Especially if negativity is embedded in the company’s DNA, company employees first lose their self-confidence and then their courage.

So what are the ways to prevent negativity in the workplace?

As Jack Welch said, the most important department of a company is human resources and the most important function is recruitment.

First, processes are meticulously managed to recruit people who look to life free from negativity with hope.
If a mistake has been made during the recruitment process and the wrong person or persons are included in the job in order to fill the position quickly, the “no complaints” culture that we convey in the 1st value comes into play, and the person is tried to be transformed from negativity to positivity with continuous and constructive feedback without spreading negativity.

If proven unsuccessful, this process can go up to firing to preserve the culture of the rest of the company.

To understand this important value in recruitment interviews, the candidate is asked how negatively and positively he/she looks at life on a scale of 1-10 in his/her perspective on life in general.

After the answer given by the candidate, his/her perspective on life is analyzed with examples of his/her statements taken from life. If the positivity score is on a scale of 8-9 and if he/she can prove this with his/her examples, he/she is considered to have passed the interview as “no negativity”.

Working with a team that walks and adapts in the light of all these values ​​makes the efficiency always high and success inevitable.


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