How to Manage Bad Attitudes in NZ Workplaces

There are plenty of rules that govern the workplace, written and unwritten, social, formal and hierarchical. One of the more universal unwritten rules is simple: avoid a negative attitude at work.

We understand work can be stressful, with a lot of pressure placed on people. But when stress builds up and starts to affect someone's attitude toward their role, or they begin blaming others for things going wrong, it can make an already difficult situation harder. This can spill over, affecting not just that person's professional relationships but their personal life too.

In this guide, we'll look at what workplace attitude actually means, explore some real examples of positive and negative attitudes, and share practical methods for managing difficult employees before small issues become bigger ones.

What Is a Workplace Attitude?

An attitude, in simple terms, is an ingrained and consistent way of thinking about something, in this case, work. This can be positive or negative.

A negative work attitude is often a sign that someone feels dissatisfied, unhappy or otherwise antagonistic toward their role. A positive work attitude tends to reflect the opposite: engagement, satisfaction and a sense of purpose.

Creating a genuinely positive workplace culture, and maintaining it, is essential to a productive working environment. Employees who feel supported in maintaining a positive attitude generally perform well, while those who don't tend to perform poorly, which affects the wider team.

Why Does a Positive Attitude at Work Matter?

A positive attitude at work can meaningfully increase someone's long-term likelihood of success. While it isn't a substitute for skill or high-quality performance, a positive attitude strengthens resilience, helping both employees and employers bounce back more effectively from setbacks and difficult situations.

Some of the key benefits of a positive attitude at work include:

• A stronger bottom line
• Increased resilience
• More efficient teamwork
• Greater confidence

These benefits compound over time. A single employee's positive attitude can influence how a whole team approaches challenges, which is partly why managing psychosocial risk has become such a significant focus under New Zealand's Health and Safety at Work Act 2015.

The Difference Between a Negative Attitude and a Bad Mood

Everyone has good days and bad days at work. A bad day might be triggered by losing a client, a poor presentation, or simply a frustrating commute, these are usually temporary and resolve on their own.

A bad attitude, however, is typically a more persistent state of mind. Left unaddressed, it has the potential to permeate a workplace and create a genuinely negative environment. As a manager, this may eventually require a decision between redirecting behaviour, placing someone on a formal improvement plan, or, in more serious cases, managing an employee's exit from the business.

Examples of Workplace Attitudes

Workplace attitude can be positive or negative, though it's usually the negative examples that prompt a conversation. Recognising both types matters, since attitude has a measurable impact on productivity and morale across a team.

Positive Attitude Examples

• Loyalty
• Leadership
• A willingness to go above and beyond
• Positive mood
• Mentoring
• Integrity

Negative Attitude Examples

• Tardiness
• A "she'll be right" approach that avoids addressing real problems
• Rudeness toward others
• Blame-shifting
• Disruption
• A lack of responsibility

Chances are, you can already picture people in your own organisation who fit into either of these categories.

How Attitudes Affect the Rest of the Team

A positive attitude paired with strong effort is excellent for a workplace, but persistent negativity can quickly become a problem. The effects of a negative attitude often extend well beyond the individual, contributing to lower productivity, higher absence rates, reduced team cohesion and lower morale across the board.

WorkSafe New Zealand's psychosocial survey found that 35% of workers reported at least one offensive behaviour at work in the past 12 months, with bullying identified as the most common form at 23%. These are exactly the kinds of psychosocial hazards, poor leadership, lack of support and interpersonal conflict, that can both cause and be worsened by negative attitudes in a workplace.

Effects of Negative Attitudes

• Lacklustre performance
• Unwillingness to work collaboratively
• A dismal outlook
• Reluctance to try new approaches
• Reduced energy levels
• Increased absences
• Feelings resembling depression
• Reduced quality of work
• Poor customer engagement
• Difficulty overcoming obstacles

Effects of Positive Attitudes

• Increased productivity
• Greater likelihood of collaboration and teamwork
• Improved morale
• Ability to overcome adversity
• Willingness to think creatively and try new things
• Willingness to share information and ideas
• Lower staff turnover
• Increased camaraderie
• Improved customer service

How Can I Encourage Positive Attitudes at Work?

Managing negative employee attitudes and behaviour can be genuinely tiring and stressful. The good news is there are practical steps that can make this significantly more manageable.

1. Listen

Listening is something of a catch-all solution to many workplace problems. Negative attitudes often arise because someone is under stress and struggling to cope. Not everyone knows how to ask for help in that situation, and some may lash out instead.

Pay attention to your team and watch for signs of stress, particularly in people who are reacting badly. Job satisfaction tends to improve when employees feel genuinely listened to about their concerns.

2. Manage

Regular catch-ups, performance reviews and informal chats are a practical way to notice and address negative attitudes early. It's worth remembering that a negative attitude isn't always the employee's fault, they may be dealing with significant pressure and have limited ways to cope.

Before jumping straight to "how do I deal with this difficult employee", consider adjusting how you're managing the team more broadly. Talk to people more often. And, as mentioned, listen.

3. Support

If someone has the energy to maintain a bad attitude, that same energy can often be redirected toward something constructive. Dealing with a difficult employee can initially feel, well, difficult.

Once you've identified what's actually going on, offering meaningful support, whether that's reducing workload, adjusting a role, or simply checking in on how someone is doing outside of work, can make a significant difference.

4. Build a Positive Working Culture

Like tends to attract like. If a workplace has a negative outlook or culture, employees may follow suit. Aim to build a positive, supportive culture that facilitates open conversations, genuine wellbeing initiatives and accommodates the different needs of individuals across your team.

5. Address the Behaviour Directly

It's important to take the employee aside and have an honest conversation about their attitude toward work. This can help identify the underlying cause or clarify whether they're being genuinely dismissive. Left unaddressed early, it can become incredibly difficult for an employee to turn a negative attitude around.

How an Employee Assistance Program Can Support Workplace Attitudes

It's not uncommon for employees to feel unable to speak openly with their line manager about how work is affecting them. While a manager is generally the first port of call, some individuals need additional support before they feel ready to have that conversation.

An Employee Assistance Program (EAP) allows employees to connect confidentially with a qualified counsellor, often 24/7, to discuss mental health concerns affecting both their professional and personal lives. EAPs can support individuals in approaching difficult conversations, building resilience, and working through what's driving a negative attitude toward work.

For managers, EAPs can also provide valuable advisory support, particularly when navigating psychosocial risk under the Health and Safety at Work Act 2015, which requires PCBUs to manage psychological harm with the same diligence applied to physical hazards.

Conclusion

Negative attitudes affect employers just as much as the employees displaying them. If left unaddressed, these issues tend to build over time, eventually affecting team morale, productivity and workplace culture more broadly.

With the right awareness and a willingness to listen, manage and support your team proactively, you can spot the early signs of a negative attitude and address the underlying issues within your control, ideally before things get worse for the individual or the wider team.

Frequently Asked Questions

• What's the difference between a bad mood and a bad attitude at work?

A bad mood is usually temporary and triggered by a specific event, such as a stressful commute or a difficult meeting, and it typically resolves on its own within a day or two. A bad attitude, by contrast, is a more persistent state of mind that can spread across a team if left unaddressed. If negative behaviour continues for weeks rather than days, it's likely a deeper attitude issue rather than a passing mood.

• How do I approach an employee with a negative attitude without escalating the situation?

Start by listening rather than accusing. Choose a private setting and ask open questions about how they're finding their role and workload, rather than leading with criticism. Often, a negative attitude stems from unaddressed stress or personal pressure. Approaching the conversation with curiosity rather than judgement makes it far more likely the employee will respond constructively.

• Can a negative attitude be considered a psychosocial hazard under New Zealand law?

Persistent negative behaviour, particularly when linked to bullying, harassment or excessive work pressure, can contribute to psychosocial risk in the workplace. WorkSafe New Zealand requires PCBUs under the Health and Safety at Work Act 2015 to manage psychosocial hazards with the same rigour as physical safety risks, meaning sustained negative attitudes affecting team wellbeing should be addressed as part of a broader risk management approach.

• What should I do if an employee's attitude doesn't improve after a conversation?

If a direct conversation and ongoing support don't lead to improvement, it may be appropriate to introduce a formal performance improvement plan with clear expectations and timeframes. Documenting conversations and support offered is important, both for fairness to the employee and to protect the business if further action becomes necessary.

• How can an EAP help with workplace attitude issues?

An Employee Assistance Program gives employees confidential access to a counsellor who can help them work through personal or professional stress that may be contributing to a negative attitude. EAPs can also support managers with advisory guidance on how to approach difficult conversations and manage psychosocial risk within their team.

Related Entities

• Psychosocial Hazards:

Workplace factors, including excessive workload, conflict and poor culture, that can cause psychological harm. New Zealand employers have a legal obligation to manage these under the Health and Safety at Work Act 2015.

• Employee Assistance Program (EAP):

A confidential counselling service that helps employees manage personal and work-related stress, often supporting both the resolution of negative attitudes and broader mental health concerns.

• Performance Improvement Plan:

A formal, documented process used by managers to address ongoing performance or behavioural concerns, providing clear expectations and a defined timeframe for improvement.

• Presenteeism:

When an employee is physically present at work but mentally disengaged, often linked to unresolved stress, burnout or a negative workplace attitude.

• Hauora:

A holistic Māori concept of wellbeing encompassing physical, mental, social and spiritual health, often used in New Zealand workplaces to frame conversations about culture and attitude.

Related Articles

• The Strategic Importance of Mental Health Sick Leave

• Beyond the No. 8 Wire Mentality

• The Biological Bottom Line

• Managing Psychosocial Risk Ahead of Budget Day 2026