Anger Management in the Workplace: Strategies for a Healthier Work Environment

Everyone gets frustrated, upset, and angry at times, it's a natural human emotion. However, when anger spirals out of control either at home or in the workplace, it's a scary experience for all involved. Having been in workplaces where furniture has been thrown, fights have broken out, insults have been hurled, and summary dismissals have occurred, not to mention passive-aggressive bullying. I can attest that it’s pretty brutal and not something that should be tolerated. The good news is that all of it can be addressed with potentially remarkable results.

Managing anger in the workplace is crucial for maintaining a productive and harmonious environment. Anger can arise from various sources, such as unmet needs, miscommunication, or workplace stress. In this article, I'll discuss how to address and defuse anger effectively, when to escalate issues, and how to handle escalations if you see them or if you are the manager or HR representative who has the unenviable task of solving the problem.

Summary of Steps for Managing Anger

1. Approaching Situations Noncritically

2. Acknowledging the Need for Help Non-Defensively

3. Identifying and Addressing Root Causes

4. Enhancing Emotional Self-Awareness

5. Fostering a Positive Attitude

Detailed Approach

1. Approaching Situations Noncritically

When dealing with anger in the workplace, it's important to approach the situation without criticism. Recognize that anger is often a secondary emotion stemming from unmet needs or frustrations. For instance, an employee might be upset about missed deadlines, not because of the deadlines themselves, but due to a lack of support, resources, or communication.

Example: If a colleague is visibly upset, approach them calmly and privately. Say, "I noticed you seem frustrated. Would you like to talk about what's bothering you?" This noncritical approach can help defuse tension and open a constructive dialogue.

The key here is to approach a potentially emotionally dysregulated or short-tempered colleague in a nonjudgmental way, using nonviolent communication. One of the best methods is taught in Dr. Christian Conte's book Yield Theory (https://www.drchristianconte.com/yield-theory/ . Applied correctly, it can defuse a heated situation rapidly, creating time to reflect and respond more appropriately.

2. Acknowledging the Need for Help Non-Defensively

Encouraging employees to seek help without feeling defensive is about creating a safe culture. Creating an environment where seeking assistance is seen as a strength can help reduce stigma.

Work is hard, that's why we get paid. But there is a difference between pressure, e.g., having a lot on, and stress, e.g., having no apparent way to solve it. So, it's not about creating a playgroup-level safety where every whim is catered to at the expense of productivity and corporate goals. It is about creating an environment of efficiency, respect, and rewarding stretching yet achievable goals.

Example: Regularly remind your team that accessing resources like employee assistance programs (EAPs) or counseling services is encouraged and supported by management.

3. Identifying and Addressing Root Causes

Understand that workplace anger often has deeper roots, such as feeling undervalued or overworked. Addressing these root causes is essential for long-term resolution.

Example: Conduct regular check-ins to gauge workload and job satisfaction. If an employee expresses feeling overwhelmed, consider redistributing tasks or providing additional support.

Personal factors might influence people’s sensitivities. At any given time, the people around you will be going through their own private challenges with children, money, bereavements, divorces, or just the car not starting. Everyone has their struggles, and as much as we try to leave them outside the workplace, it takes Zen-like emotional maturity to not let a bad night's sleep or recent separation make you snappy or touchy. A degree of self-awareness will make you keen to your behavior and the root causes of others.

4. Enhancing Emotional Self-Awareness

Encourage self-awareness among employees so they can better understand and manage their emotions. Tools like mood-tracking apps or regular mindfulness sessions can be helpful. Be honest when was the last time someone asked you, "How are you?" vs. "How are you really feeling?" We say it politely, but we shy away from the answer, and most of us are ill-equipped to deal with the likely reality of a vulnerable response.

A few courses on self-awareness help individuals appreciate the challenges they and their colleagues face. The chances are the vast majority of people have never had any awareness training or any real practical understanding of this crucial blind spot.

Example: Promote the use of mood-tracking tools (such as [How We Feel](https://howwefeel.org/)) and offer mindfulness workshops to help employees develop better emotional awareness and regulation skills, especially in high-stress situations.

5. Fostering a Positive Attitude

Promote a culture of positive self-talk and constructive feedback. This helps employees develop resilience and a more positive outlook. Equally the person who has been on the receiving end naturally needs the support to rebuild their confidence, especially in the cases of work place bullying, emotional or physical. As their underlying fear will drive a flight or faun responses, resulting in either an unproductive team member who fears criticism or threats, or one that simply doesn't come back and either files a constructive dismal claim or goes to your competitors. Either way it has a ripple effect across the business so the opportunity is to ripple a positive effect, we had an issue and we worked together to resolve it.

Example: Implement training sessions on positive communication and self-compassion, and model these behaviors in your interactions with the team.

When to Escalate to HR or Management

Not all situations can be resolved at the peer level. Knowing when to escalate an issue to HR or management is crucial for maintaining a safe and professional work environment. Failing to deal with these typically results in staff leaving, and in this day and age, the company taking a constructive dismissal liability. Tribunals take a dim view of companies that don't address creating a safe environment for staff, suppliers, or contractors.

Examples:

- Repeated Conflicts: If an employee consistently exhibits anger issues that disrupt the team, escalate to HR for further intervention.

- Threats or Violence: Any instance of physical or verbal threats should be immediately escalated to HR or management.

- Harassment: Anger that manifests as harassment or bullying requires formal investigation and intervention.

Handling Escalations as HR or Management

If you are the person to whom incidents are escalated, it's important to approach the situation with empathy and a structured plan.

Steps:

1. Listen and Document: Ensure you have a clear understanding of the issue and document all relevant details.

2. Assess the Situation: Determine if immediate action is required to ensure safety. Seek advice if it’s unclear. Your Board or Chamber of Commerce or Citizens Advice Bureau will have sources of information to help.

3. Engage in Compassionate Listening: Allow the employee to express their concerns without judgment. Half the issue is them feeling heard, and this might require time for them to express all the details and allow you to get clarity on the root causes.

4. Develop an Action Plan: Work with the employee to create a plan addressing the root causes and outline steps for improvement. This may be as simple as separating the individuals to work in different areas or having a joint session where you arbitrate. It might lead to disciplinary steps where someone has to leave, but with the facts, those responses can be made clearly, impartially, and fairly.

5. Follow-Up: Regularly check in to ensure the situation is improving and that the employee feels supported. This might be daily, but time commitment here is key in the short term as people can adjust and situations can dramatically improve quite quickly.

Example: If an employee's anger stems from feeling overburdened, consider solutions such as workload adjustments, additional training, or wellness resources.

Conclusion

Managing anger in the workplace requires a proactive and compassionate approach. By fostering a supportive environment, encouraging self-awareness, and knowing when to escalate issues, we can create a healthier and more productive workplace for everyone.

Addressing anger is not just about resolving conflicts—it's about building a culture where every employee feels valued and understood. Adopting Dr. Christian Conte's Yield Theory (https://www.drchristianconte.com/yield-theory/), which emphasizes compassionate listening and addressing the root causes of conflict, can be highly effective in both personal and professional settings.

By implementing these strategies, we can ensure a more harmonious and effective work environment where employees feel safe, respected, and empowered to contribute their best. And ultimately, the company benefits too!

About the author(s): This subtle little byline is an Easter Egg for my readers!

This article was co-authored by Lexa (introduction to follow in another article!) and Malcolm Wild is a technologist with over 25 years experience in retail and ecommerce, combined with consulting and delivery experience across APAC, EMEA and USA. He brings this historical experience to clients in an ever evolving landscape.?Any views represented here are those of the author and not necessarily those of any organization or employer that he may represent. www.malcolmwild.com 2024 (c).