What do you do if your colleagues' emotions are affecting workplace communication?

When colleagues' emotions start affecting workplace communication, it's essential to address the issue with empathy and understanding. First, acknowledge their feelings and show support. Encourage open dialogue to express concerns and find solutions together. Establish clear communication norms and boundaries to maintain professionalism while validating emotions. If needed, offer resources like counselling or mediation to help navigate conflicts constructively. Ultimately, fostering a supportive and empathetic work environment can help mitigate the impact of emotions on communication.

When this happens you need to sit them down and talk to them about what is going on that is causing this behavior and work to find a solution together. Offer your support now and for the future and let them know its ok to take a step away for a few minutes if need be. (I am a firm believer in an open door policy and always let employees know I am there for them anytime they need to talk). Follow up with them for a quick check in, multiple times if needed. It is important to be empathetic to and recognize their feelings but also to let them know that this behavior can harm the workplace.

What can you really do? Just engage them because clarity comes from engagement. It will be important to get them to see how much their lack of communication is affecting the system and discuss what the root cause of this lack of communication is. Let all those involved bring their differences to the table and show empathy in presenting their case. As they do, they should also listen to the next person. As they listen to the next person they will need to show understanding because their understanding will help them operate with the spirit of live and let live. In the end, we are here to be productive so we must be emotionally intelligent enough to know this and apply this in our dealings. It's important to make that message clear.

Il fait un sens de l'observation aigu? pour déceler chez chaque collaborateur le moindre changement d'humeur. Il est possible aussi de prendre la température émotionnelle de chacun et de l'équipe en s'appuyant sur des relais particulièrement attentifs à cela. Interrogez-les régulièrement.

Acknowledgement that someone is in emotional distress can be, in itself, the validating piece that can create an opportunity for problem solving. Leaning into empathy and sharing your concerns that something is off course demonstrates to them that unity and collaboration matter to you. It's important when doing this to own your perspective while at the same time validating their feelings and beliefs without making assumptions.

Nommer une émotion est particulièrement efficace. La sienne de préférence, car on ne peut pas supposer ce qui se passe chez les autres. On peut légitimement dire ce que l'attitude de l'autre provoque en nous, même si c'est une émotion négative, sans lui faire perdre la face et en offrant une alternative pour clamer le jeu. "Quand j'expose nos objectifs de la semaine à l'équipe, je me sens agacé par le fait que tu m'interrompes régulièrement pour faire des blagues. Y a-t-il quelque chose que tu souhaites partager avec le groupe en préambule ou préfères tu attendre le moment des questions réponses ?"

Encourage both yourself and your colleagues to recognize and acknowledge their emotions. Self-awareness starts with being able to identify how you feel and understanding the impact of those emotions on your behavior and communication. By acknowledging emotions openly, you create a foundation for addressing them constructively.

Recognising what you are comfortable with and where you need to set boundaries helps maintain a healthy work environment. Actionable Steps: Reflect on situations that make you uncomfortable or hinder your productivity. Clearly define what behaviours or interactions you find acceptable and unacceptable. Be honest with yourself about your needs and limits in workplace communication. 2. Communicate Boundaries Clearly interactions. Recognising what you are comfortable with and where you need to set boundaries helps maintain a healthy work environment.

A la fin d'une semaine de formation, j'étais nerveux à l'idée de quitter le groupe avec lequel nous avions vécu des choses fortes. Devant mon excitation inhabituelle, l'animateur m'a posé une question clé qui a fait mouche, doublée d'une offre d'aide "Est-ce ton angoisse de séparation qui te rends si nerveux au moment de nous quitter ? Tu pourras l'exprimer après et nous consacrerons du temps ensemble a exprimer ton émotion, car pour le moment, j'ai besoin de calme pour prendre congé du groupe.

Le feedback est l'outil de référence pour comprendre les émotions des autres et les n?tres aussi. Cet outil, emprunté aux thérapies collectives, comme la Gestalt, permet de dire, en retour a l'expression de l'autre, l'émotion qu'il provoque en nous Grace à ma participation à ce type de groupe, dans la bienveillance, j'ai découvert, à 40 ans passé, qu'un même événement provoque des réactions très différentes d'une personne à l'autre. J'ai ensuite transposé cela dans mes méthodes d'accompagnement de carrière en groupe. Toujours parler de soi (ce que l'on connait) jamais à la place de l'autre (cet ami dont je sais si peu de choses)