We spend a major portion of our lives at work. No job comes with a stress-free tag. If we want to work we have to accept the stress, pressures and responsibilities associated with it. In simple words, you can’t have your cake and eat it too. The stress and pressure we face at work often gives way to frustration and anger.
No organization can function without manpower. Employees form the heart and soul of any organization. A company with a dynamic workforce can climb heights never scaled before. In contrast, a company which continually finds itself the victim of strikes and lockouts may be forced to shut down. Therefore, it can be said that “ The Employee Maketh the Organization. ”
An angry employee can create havoc in the organization. Angry employees have been known to get violent, damage company property, destroy valuable records and even reveal important trade secrets to the competition. They are found at every level of the hierarchy beginning from line workers to top level executives. Therefore, in present times companies are coming up with ways to deal with this tricky problem. Managers play a crucial rule in resolving issues related to unruly employees.
Dealing with an Angry Employee: When an employee expresses anger it is extremely necessary to tackle it immediately. Managers have to devote some time to this exercise. This exhibits concern for the employee and his feelings. Procrastination can often result in the employee getting out of hand and creating a crisis situation.
Sizing up the manner in which angry employees deal with their co-workers may give management valuable insight on how to control the situation.
For employees who are always boiling under the surface, anger management classes may be a good idea to prevent them from harming themselves and causing trouble at work. Managers should allow employees to express their grievances without interrupting them. Interruptions cause strife and may end up creating unnecessary diversions from the main subject. Active listening by managers conveys to the employee that the management is concerned and willing to be objective.
It is imperative to have proper procedures in place for addressing employee grievances. There should be a box or a register of complaints that disgruntled employees can use to make management aware of their problems.
Preferably, the issue should be tackled in private. Many employees have reservations about opening up in front of their colleagues. If the employee is enraged and wants to go head-to-head in public then use tact and diplomacy to deal with him.
Anger Management for the Angry Employee: Managers have to be cognizant of the signs of angry employees in the workforce. The early symptoms will include regular late-coming, absenteeism, tardiness and back-biting. Once these signs are recognized, immediate action must be taken. Rather than reprimanding and humiliating the employee, management should make immediate arrangements to invest in Anger Management programs to enable employees cope with their stress and anger related issues. The organization should review its culture and make time for interacting with employees through planning of picnics and parties quarterly or half-yearly. Intermingling with employees in informal settings creates goodwill and understanding. Managing anger among employees is a pre-requisite to boosting their morale and enhancing productivity.