These days, headlines blare daily about mass layoffs across Corporate America. Hybrid work is rolling back, with the federal government leading the charge and major companies falling in line. Add in rising tariffs and economic volatility, and it’s no wonder nearly three in four Americans say the economy feels negative.

So yes, a certain amount of workplace negativity is expected right now. We’re human. But when does occasional frustration cross the line into something more damaging?

Let’s be clear: expressing occasional negativity isn’t just normal— it can be healthy. One study found that people who accept their negative emotions report greater psychological well-being, higher life satisfaction, and lower rates of anxiety and depression.

That kind of honesty builds trust. If a colleague opens up to you, it may mean they feel safe being real. And that’s not just okay, it’s valuable in a work setting.

The key is context. Does this person usually stay solution-focused? Do they often avoid spiraling into a victim mindset? Are their complaints appropriate to the moment? If so, resist the urge to slap on forced optimism for a quick fix. Phrases like “Just stay positive,” “Don’t stress,” or “Look on the bright side” might sound supportive, but they often prove the opposite. They can veer into toxic positivity territory, dismissing real emotions.

Instead, lead with empathy. A simple question like, “Do you want me to hear you, help you, or solve it?” can go a long way.

Chronic negativity looks very different. Think of the colleague who never has anything good to say. They constantly badmouth coworkers, sometimes even your mutual boss, to you at work. Their energy at work doesn’t just drain you; it risks your professional integrity.

In a season of economic insecurity, that’s a liability you can’t afford. So, how do you handle it? Like most workplace conflicts, it starts with clear, compassionate boundaries.

Start with a gentle acknowledgement.

“I’ve noticed you’ve been venting a lot about our manager lately, and I get it. I really value our working relationship, but it puts me in a tough spot— this person is my boss, too. I’d love to refocus our conversations around the projects we’re working on.”

Offer constructive alternatives.

“I get that you need to let off steam. But maybe instead of cycling through the same frustration, we could think about who might actually help, like human resources, or find ways to decompress, like stepping outside or ending the day early. If it helps, I can also look into some of the mental health resources our company offers.”

If it keeps happening, be honest and firm.

If subtle signals haven’t worked and their negativity keeps interfering with your work, it’s time for the final frontier conversation— honest, but still compassionate:

“I hope this lands the way I intend it to. It’s coming from a good place, with both of our best interests at heart. But hearing constant complaints is starting to wear on me, and it’s affecting my focus on my work. I want to take care of my mental health and preserve our working relationship.”

One critical caveat: don’t jump to this level of directness right away. If this is only the first or second time someone vents to you, jumping to a formal boundary conversation could feel dismissive or even harsh. You risk coming across as toxically positive and condescending. Reserve direct conversations for repeated, ongoing behavior patterns built up over time.

If you’re not ready for that conversation, there are lower-stakes ways to draw boundaries:

• Politely excuse yourself when the negativity starts
• Acknowledge their frustration, then shift the subject
• Let them know you’re on deadline and need to focus

These small nudges help establish your professional limits early, so they don’t feel blindsided if you need to escalate the conversation later.

Chronic negativity is just one of many challenging workplace archetypes. But if you’re not careful, it can tangle up your reputation and drain your bandwidth at work. The goal is to stay kind but firm, honest but not harsh, and always clear about what you’re willing—and unwilling—to absorb.

Because at the end of the day, your colleagues aren’t your therapists. And real friends don’t derail your workday with endless complaints and no intention of finding a solution.

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If you want to go deeper, you can take the Career Reset for personalized feedback from me on your career journey.