Effective Tips to Improve Employee Attitude in the Workplace

Employee attitude isn’t just about individual mindset it’s about how employees perceive their environment, leaders, and their growth within the organization.

Yet, employee attitudes are often misunderstood. A confident employee might be perceived as arrogant, while a reserved one could be seen as disengaged. Employees struggling with motivation may hear generic advice like “just be positive” but without actionable steps, frustration only deepens. 

Leaders who overlook these challenges risk creating a workplace where employees are merely showing up, but not fully invested in their roles. When employees feel misunderstood or unsupported, they tend to withdraw, resulting in a lack of engagement. This can have a ripple effect on team morale, collaboration, and ultimately, productivity.

“When employees don’t feel seen or heard by leaders who ignore glaring issues, it creates a perfect storm where they show up cautiously rather than fully engaged. This insecurity can also make higher-ups less willing to address problems, explore better solutions, or take risks that drive innovation.”

Leena Rinne

VP of Leadership, Business and Coaching Solutions

This guide provides actionable strategies to help leaders cultivate a workplace where employees don’t just show up they bring their best selves to work every day. Let’s dive in.

What Shapes Employee Attitude in the Workplace

How employees feel at work can have a big impact on how they get involved at work and their morale. Out of 3.5 billion working people worldwide, two-thirds claim to be happy with their jobs, yet half remain dissatisfied with their pay. That leaves millions stuck in a cycle of going through the motions showing up, but not truly engaged, motivated, or invested in their work.

While compensation is important, it’s not the only factor employee attitude is heavily influenced by the way they’re treated within the workplace. We have listed some of the major factors that can have an impact on employee attitude in the workplace.

1. Job Satisfaction: The Foundation of a Positive Attitude

Job satisfaction is one of the biggest drivers of employee attitude. For instance, according to a study, employees recognized monthly are 36% more likely than those recognized quarterly to say they are engaged and productive and are 22% more likely to have high job commitment. When employees feel valued, motivated, and secure in their roles, they naturally contribute with enthusiasm and commitment.

Intrinsic factors that influence job satisfaction include meaningful tasks, opportunities for career growth, and a sense of achievement, all of which drive enthusiasm and ownership. Conversely, extrinsic factors such as fair pay, benefits, job security, and a supportive work environment provide stability and motivation, contributing to overall job satisfaction. When these factors are lacking, it can lead to frustration and disengagement.

When both intrinsic and extrinsic factors align with employee expectations, they create a work environment that encourages positive attitudes and long-term commitment.

Nearly half (47%) of employees worldwide are happy with their pay, yet nearly one-third (31%) feel dissatisfied, while 19% remain indifferent.

2. Workplace Relationships: Superiors, Peers, and Subordinates Matter

An employee’s interactions with managers, colleagues, and direct reports play a crucial role in shaping their attitude. Workplace relationships can either create a culture of trust and teamwork or fuel disengagement and frustration.

• Leadership & Supervision: Open communication fosters trust, while micromanagement causes frustration. 85% of employees feel more engaged when leaders communicate openly.
• Colleagues & Team Dynamics: Supportive teams boost morale, while negativity and gossip create stress. According to a Gallup Study, employees with a best friend at work are more productive.
• Recognition & Growth: Employees who see purpose in their work stay engaged. McKinsey's study highlights that 70% of employees say their sense of purpose is largely defined by work.

Strong workplace relationships provide a sense of belonging and motivate employees to contribute their best efforts.

3. Work Environment and Organizational Culture

The overall workplace culture including company policies, communication style, and leadership approach plays a major role in shaping employee attitudes.

• A transparent and inclusive work culture leads to higher engagement.
• A lack of recognition, rigid policies, or toxic work environments can lead to frustration and negativity.
• A balance of structure and flexibility helps employees feel trusted and empowered.

Companies that prioritize employee well-being and positive reinforcement create an atmosphere where positive attitudes can thrive.

A survey from Science of People revealed that 67.8% of people experienced toxic positivity in the workplace.

4. The Influence of Personal Mindset

While external factors impact attitude, each employee’s personal mindset also plays a role. Some individuals naturally bring resilience, optimism, and adaptability to work, while others may struggle with negativity due to past experiences or personal challenges.

Employers can support a mindset shift by:

• Encouraging Continuous Learning and Self-Improvement: Companies that invest in career growth retain talent more effectively 67% of organizations report confidence in their ability to keep top employees through strong career development initiative.

• Providing Mentorship and Coaching: As per the LinkedIn Workplace Learning Report 2025, 57% of organizations ranked mentorship programs among the top five career development practices. Additionally, 47% of companies are actively investing in career mentoring and coaching to improve employee retention.

• The Role of Internal Mobility in Employee Retention: Internal mobility is a growing priority, with 55% of career development leaders and 48% of other respondents ranking it higher on their agenda for the year ahead. Employees are more engaged when they see clear growth opportunities within the company rather than feeling stuck in one role.

Employee attitudes are not static they are shaped daily by job satisfaction, workplace relationships, company culture, and personal mindset. Organizations that actively invest in fostering positivity will see higher engagement, better collaboration, and stronger performance across teams.

Actionable Tips to Improve Employee Attitude in the Workplace

Every team is different, and so are the challenges leaders face. Some strategies will deliver quick wins, while others require long-term commitment. The key is to identify what works best for your team’s current needs.

Go through the following strategies with intention. If an immediate fix is needed, focus on approaches that address pressing concerns. If you’re looking to create lasting cultural change, invest in strategies that shape long-term workplace attitudes. Pick what aligns with your objectives and take action.

85% of our success depends on our attitude and only 15 % on our aptitude. And attitude plus aptitude decides our altitude.

1. Early Intervention: Address Problems Before They Spread

Your actions set the tone for the team. Ignoring negativity can make it harder to reverse, allowing issues to become ingrained in workplace culture. Taking early action prevents small problems from growing into bigger ones.

• Identify the Issue Quickly: Observe specific behaviors and gather the facts. Focus on what you can directly observe and measure, rather than relying on hearsay. This gives you clarity on the situation from the start.
• Raise Concerns Immediately: If you notice a problem, don’t wait for someone else to address it. Approach the individual directly and express your concerns clearly. For example, you could say:
  "I’ve noticed Bob seems withdrawn lately, and it’s affecting team morale. Can we discuss what’s going on?"
• Start an Open-ended Conversation: Start with an open-ended question to understand the root cause:
  "I’ve noticed some changes in your behavior recently. Is there anything bothering you?"

Taking these early steps helps address issues before they can spread and create a bigger problem within the team.

2. Addressing the Root Cause for Employee Attitude Change

After starting the open-ended conversation, you can identify the root cause by carefully listening to the employee's concerns and asking follow-up questions to gather more context and insight into the underlying issue.

Once you've identified the underlying cause, the next step is to assess whether it's a fixable issue or a long-term challenge.

• If the employee has been a strong performer in the past but is currently struggling, the issue is likely temporary perhaps due to stress, a workplace conflict, or burnout. Investing time in coaching and support can help them regain their footing.

• If negativity is a pattern from the start, particularly with new hires who should be making their best impression, that signals a deeper personality trait. In such cases, trying to "fix" the problem may not be the best use of time.

A temporary setback can often be resolved with support, clarity, and leadership. A persistent pattern requires a different approach either a clear improvement plan or, in some cases, a decision about whether this person is the right fit for the team.

As a leader, your role is not to force change but to provide the conditions where improvement is possible. If the employee is willing to adjust, your effort will be well spent. But if they are resistant to change, holding onto them for too long can be more damaging than letting them go.

3. Choose the Right Course of Action

Waiting too long to act can do more harm than good. Your approach should be strategic, structured, and outcome-focused.

Set Clear Expectations from the Start:

Unspoken expectations lead to unmet expectations. If you decide to support the employee, ensure they know exactly what needs to change. 

A Personal Improvement Plan (PIP) is a simple yet effective way to set expectations in writing while holding them accountable.

A PIP should:

• Define specific behaviors that need to change.
• Establish measurable milestones for progress.
• Set a realistic timeframe for improvement (e.g., three months).

By documenting these expectations, you remove ambiguity and create a clear path for improvement.

Provide Support—But Set Boundaries

For employees who show a willingness to change, offer guidance and coaching. Regular check-ins, constructive feedback, and mentorship can make a significant difference. But support is not an unlimited resource if an employee refuses to improve, it’s time to re-evaluate their role in the team.

‍Know When It’s Time to Move On

Not every employee is a long-term fit, and that’s okay. If negativity persists despite structured support, removing them from the team may be the best course of action.

• If a new hire displays a bad attitude early on, cutting ties quickly prevents long-term damage.
• If a long-term employee resists change, prolonging the process only drains time and energy.

Taking action isn’t always easy, but avoiding difficult conversations only prolongs the problem. Whether it’s supporting an employee’s growth or making a tough personnel decision, your leadership will define the standard for the team. 

4. Foster Open Communication and Active Listening

Workplace disengagement often stems from employees feeling ignored. If people believe their concerns won’t be acknowledged, they won’t bother raising them. Over time, this leads to quiet frustration and even resentment toward leadership.

To prevent this, leaders must proactively invite discussions. Genuine communication doesn’t happen by accident it happens when leaders actively make space for it. That means regularly asking for feedback, encouraging open discussions, and ensuring team members know their perspectives are valued.

Leadership IQ surveyed 27,048 executives, managers, and employees and found that:

• Only 15% believe their organization always openly shares challenges.
• Only 24% say their leader always encourages and recognizes suggestions for improvement.
• Only 23% feel their leader always responds constructively to work-related concerns.

Many leaders believe they’re good listeners, but real listening isn’t just about nodding along or repeating what someone says. It’s about being open to new perspectives, challenging assumptions, and making employees feel heard in a way that builds trust. When people see that their input is valued, they engage more, contribute better ideas, and feel a deeper sense of belonging within the organization.

True listening means:

• Asking meaningful questions that go beyond surface-level concerns.
• Encouraging different viewpoints to foster a culture of constructive discussion.
• Following up on conversations to show that feedback leads to real action.

Listening alone isn’t enough. Leaders must ensure that communication leads to tangible steps whether that means small process changes, clearer expectations, or simply better follow-through on commitments.

When employees trust that their voices matter, the entire organization benefits.

5. Use the PSP Strategy for Handling Difficult Conversations

Difficult conversations are an inevitable part of leadership. Whether it's addressing performance concerns, behavioral issues, or conflicts within the team, the way you communicate can either encourage positive change or create resistance. 

That's where the PSP strategy Praise, Share, Praise comes in. This structured approach ensures feedback is received constructively, keeping employees open to improvement rather than defensive.

Step 1: Start with Praise

Before diving into the concern, begin by acknowledging something positive about the employee. People are more open to feedback when they feel appreciated. Instead of starting with criticism, recognize a recent contribution:

"I really appreciate the effort you put into last week's project. Your input helped us meet a tight deadline, and that didn't go unnoticed."

Why does this matter? Genuine praise shifts the conversation from confrontation to collaboration. It sets a positive tone, making it clear that the discussion is about improvement rather than reprimand.

Step 2: Share the Concern Without Blame

With the right foundation set, it's time to address the issue. The key is to focus on behavior and improvement, not personal flaws.

A simple way to approach this is by saying, "I believe you can do better."

Instead of saying, "You have a bad attitude," try: "I wanted to talk to you about an area where I think you have the potential to improve."

This phrasing removes blame and highlights growth. It acknowledges the person's capabilities while making it clear that change is needed.

Another important aspect is separating the person from the behavior. Instead of saying, "You're always late," which can feel accusatory, say: "I've noticed some challenges with attendance recently."

This neutral framing keeps the conversation solution-oriented and less personal, allowing employees to absorb the feedback without feeling attacked.

Step 3: End with Praise Again

Just as you started on a positive note, close the conversation by reaffirming the employee's value to the team.

"I appreciate having you on the team, and I know you have the potential to bring even more to the table."

This final step ensures that the employee leaves the conversation feeling motivated, not discouraged. It reinforces that the conversation was about growth and improvement, not just correction.

PSP is a powerful standalone strategy that helps leaders address workplace concerns in a way that encourages accountability without damaging morale. It ensures constructive, balanced conversations that promote a culture where feedback is seen as a tool for success rather than criticism.

6. Face Disagreement with Choices

As leaders, how we handle dissent shapes the organization's culture. When employees challenge decisions or push for changes leadership doesn't fully support, the response matters. Will we engage in constructive dialogue? Will we foster unity despite differing opinions? Or will we allow divisions to create disengagement?

Not every disagreement has an easy solution, and sometimes, common ground feels impossible. When that happens, employees and leaders alike have three choices:

1. Find a Better Fit

If an employee strongly disagrees with the company's direction or values, they may decide that the best path forward is to seek an organization that aligns more closely with their beliefs. This isn't about quitting it's about recognizing when a different environment would be a better match. The most successful companies understand that long-term engagement comes from employees who feel genuinely connected to their mission.

2. Stay and Focus on the Bigger Picture

Not all disagreements require immediate action. Employees who are committed to their work but find themselves at odds with certain decisions may choose to stay, contribute, and revisit the issue at the right time. Organizational priorities shift, and what seems non-negotiable today could become a pressing concern later. By continuing to engage, employees maintain their influence and credibility when the time is right to push for change.

3. Commit to Moving Forward Despite Differences

There are times when a decision must be made, even if not everyone is in full agreement. Effective teams recognize the value of "disagree and commit" moving forward while maintaining an open mindset for future adjustments. This approach, often cited by Amazon's leadership, encourages employees to trust the process, contribute their best efforts, and adapt as needed. When there is a foundation of mutual respect, employees can stand behind a decision without feeling silenced.

The Worst Response? Disengagement. Employees who mentally disengage, staying in their roles but withdrawing their effort, slow down progress and weaken the team. Leaders must recognize when frustration is turning into quiet resignation and intervene before it becomes an irreversible problem.

Disagreements don't have to create division. When handled with transparency and respect, they can fuel innovation, stronger collaboration, and long-term trust. 

7. Reinforce Positive Change

Creating a workplace with a strong, positive culture isn’t a one-time fix it’s an ongoing commitment. As a leader, your role is not just to address issues but to ensure that the changes you implement are reinforced and sustained. Managing difficult behaviors is only half the battle cultivating lasting improvement is where real leadership comes into play.

• Follow Through on Change

Once an issue has been addressed, monitor the progress. Employees who are committed to improving need continued guidance, feedback, and encouragement. Reinforce their positive behaviors by acknowledging growth and providing support where needed. Change isn’t instantaneous it’s a process that requires consistent reinforcement.

However, if an employee remains disruptive despite coaching, mentorship, and clear expectations, you must be prepared to make a firm decision. If you’ve exhausted all options and the behavior persists, removing the individual may be the best course of action for the greater good of the team.

• Don’t Just Prevent Disengagement Encourage Fulfillment

The goal isn’t just to eliminate negativity it’s to create an environment where employees feel valued, motivated, and inspired to bring their best selves to work. Employees should feel encouraged to contribute their unique perspectives, strengths, and ideas.

A strong workplace culture isn't one without differences it's one where differences drive positive action.

Signs Your Workplace Needs Workplace Attitude Adjustment

Employee attitudes don’t change overnight, but subtle shifts in behavior, motivation, and workplace energy can indicate deeper problems. It could be a sign that the workplace culture needs attention.

“The problem is, people in negative habits and limited mental patterns rarely realize it. In fact, they often describe themselves as positive people and as the hardest working employees in their organizations.”

Catherine Goggia

Book Author and Illustrator

Recognizing these warning signs early can help managers take proactive steps to prevent negativity from spreading.

1. Employees See Challenges as Obstacles

A strong, growth-oriented workplace thrives on problem-solving and adaptability. But when employees stop seeking solutions, avoid challenges, or push back on new ideas, it’s a red flag.

• Employees resist change rather than embracing innovation.
• There’s frequent doubt or negativity about new projects or policies.
• Frustration overshadows collaboration when facing obstacles.

A lack of enthusiasm for challenges signals low morale, disengagement, or even frustration with leadership or workplace culture.

2. A Noticeable Drop in Energy and Engagement

A motivated, engaged workplace has a natural flow employees collaborate, offer ideas, and actively contribute. But when that energy starts fading, something is off.

• Previously engaged employees now seem uninterested or emotionally detached.
• Negativity, gossip, or frequent complaints have replaced workplace positivity.
• Meetings feel unproductive, with fewer contributions and lower enthusiasm.

When negativity overshadows collaboration and enthusiasm, it’s a clear sign that workplace attitude needs a reset.

3. Increasingly Toxic Behavioral Patterns

Employee attitude isn’t always obvious in words but it shows up in actions. Workplace negativity often manifests through subtle behaviors that gradually affect the entire team.

• Passive-aggressive communication, sarcasm, or dismissive remarks.
• Employees avoiding collaboration or withdrawing from team discussions.
• Resistance to feedback, defensiveness, or unwillingness to take accountability.

Leaders need to spot these behavioral changes early and address them through coaching, support, and cultural improvements before they escalate.

4. Employees Who Once Felt Valued Now Seem Resentful or Withdrawn

When employees feel recognized and supported, they bring energy and commitment to their roles. But when they start questioning their place in the organization, their motivation and perception shift.

• Increase in complaints about leadership, policies, or workplace environment.
• High performers show signs of burnout, frustration, or disengagement.
• Reluctance to participate in company initiatives or development programs.

A workplace that fails to support career growth, recognition, and engagement will see a decline in employee morale and commitment over time.

If these signs sound familiar, it’s time to step in, assess the work environment, and implement changes that bring back motivation and teamwork. 

Conclusion

We all recognize the need for change, but change for the sake of it rarely works. True transformation happens when there’s a clear purpose a vision for an engaged, high-performing team that thrives together.

A negative workplace attitude is more than just an individual problem it’s an organizational challenge. And when leaders take proactive steps to address it, set expectations, and invest in professional development, the impact is long-lasting and business-defining.

The key takeaway? Don’t wait. Act now. Foster an environment where employees don’t just show up they bring their best selves to work every day. Because when you invest in attitude, engagement, and continuous development, your organization doesn’t just perform better it thrives.

For tailored corporate training solutions to help improve workplace culture, employee engagement, and professional development, explore Edstellar’s corporate training programs and see how our Skill Matrix software can transform your workforce.