Tired of dealing with an employee who keeps complaining about others? HR advisor Jane Harper explains how to handle chronic complainers at work, reduce gossip, and restore a positive workplace environment. Learn how to address workplace conflict without fueling negativity in this Q&A With Jane column.
A reader writes:
Dear Jane,
I manage a small team of eight, and one of my employees let’s call her “Tina” keeps complaining about her colleagues. Every week, there’s something new. She comes to me with “issues” about how someone isn’t pulling their weight, how another coworker talks too loudly, or how someone “never includes her” in team discussions. It’s become a constant stream of negativity.
At first, I thought it was a communication issue or maybe a genuine grievance, but over time it’s starting to feel like she’s creating tension where there isn’t any. The rest of the team seems fine working together, but now everyone’s walking on eggshells around her. I know an employee who keeps complaining about others can bring down morale fast but how do I stop this cycle without seeming dismissive?
Exhausted Manager Trying to Stay Neutral
Tired of one employee stirring the pot? Jane Harper lays out a calm, practical roadmap for dealing with an employee who keeps complaining at work. (Image: Freepik)
Jane’s advice on dealing with chronic complainers at work
Jane shares her expert advice on how to handle an employee who keeps complaining about others, including strategies to manage workplace gossip, reduce negativity, and promote healthier team dynamics.
1. Listen Once, Act Twice
When an employee keeps complaining about others, the first step is to listen, but not endlessly. Hear them out the first time and take note of recurring patterns. Chronic complainers often seek validation more than resolution. If the complaint sounds personal or vague (“She always ignores me”), ask for specific examples and what solution the employee expects. This shifts the focus from gossip to accountability.
If the employee can’t propose a constructive solution, it’s a sign they may not be seeking change, they’re seeking attention. That’s when you pivot from listening to coaching.
2. Set Clear Boundaries Around Gossip
Dealing with negative employees means establishing conversational limits. Let Tina know that while you value her perspective, you need her to bring issues with solutions. For instance, you might say, “If something bothers you, let’s discuss what you’ve already tried to fix it.” This subtly teaches ownership and discourages idle venting.
Make it clear that ongoing workplace gossip issues affect team cohesion. When you address this calmly and consistently, you signal to the rest of your staff that your door is open but not for drama.
3. Coach for Emotional Intelligence
Sometimes, managing toxic employees isn’t about punishment, it’s about perspective. Chronic complainers often lack self-awareness. Try reframing feedback around impact, not intention: “I know you care about team quality, but when you bring up minor issues repeatedly, it can make the environment feel tense.”
Offer emotional intelligence or communication workshops for your team. It normalizes feedback, reduces defensiveness, and takes the spotlight off one person.
4. Redirect Their Energy Toward Solutions
The best way to handle employee attitude problems is to channel them productively. If Tina notices a recurring team issue, assign her to help improve the process. Complainers often want control give it to them constructively. For example: “You’ve mentioned that collaboration feels uneven. Would you like to help me draft new workflow guidelines?”
This transforms criticism into contribution. The moment she becomes part of the solution, the complaints usually drop.
5. Know When It’s Time for a Tough Talk
If the workplace conflict management efforts don’t work after coaching and structure, it’s time for a direct conversation. Document patterns, discuss the impact on team morale, and outline expectations moving forward. Chronic negativity can be contagious addressing it firmly is a leadership responsibility, not a personal failure.
Every workplace has a Tina. The trick isn’t to silence her but to reset the tone. Complaints without solutions breed gossip, but conversations guided by accountability build culture. Remember, handling difficult employees isn’t about walking on eggshells it’s about creating an environment where solutions speak louder than complaints.
Are you facing a tricky workplace dilemma? Write to Jane Harper with your questions on workplace conflict, policy issues, or people management problems. Your situation could be featured (anonymously) in a future column.
Send your queries to: info@thehrdigest.com with the subject line “Ask JANE HARPER.”
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