Complaining, cynicism, back-stabbing and rumor mills are common in many work environments.  To counter such negativity, managers often institute new positivity rules.  Problems become “opportunities,” issues are reframed as “challenges” and conflicts are just “different perspectives.”  Along with the change in language, management sometimes insists that no one bring up a problem without also brining forward solutions.

All this is positively good. Seeing the opportunities and diverse perspectives in situations can be a first step toward resolution.  Too much positivity, however, can cause its own set of “opportunities.” Insisting that people always put on a happy face can have the intended effect of hiding the truth.  Sometimes problems really are problems without clear opportunities. Issues have more facets than their “challenge” aspects, and often conflicts have deeper dynamics that are not easily apparent through a “perspectives” lens.  Some problems are thorny and have no clear solutions that can be identified by the person with the problem.

When managers insist on positivity in all situations, they may hamper growth and problem-solving that requires looking closely at the negative roots and consequences.  A friend recently told me she has been branded as a nay-sayer in her overly positive work environment because she cannot, in good conscience, sugar-coat the real problems, issues and conflicts she encounters at work. To her managers, her honest behavior borders on insubordination for not complying with their directives to be positive. “A toxic environment of positivity” is how she describes her job.

How much better my friend’s workplace would be if people at all levels were allowed to tell the truth in a respectful and constructive way. Rather than create positivity rules, the best way to counter complaining, gossiping and backstabbing is to create a work environment that truly is positive and engaging, where people at all levels can talk openly about the problems and opportunities, issues and challenges, conflicts and different perspectives, and work collaboratively to resolve them.

Learn more about how to create and honest and collaborative work environment in my book, Management Culture, at mgmtculture.com.