10 steps to workplace anger management

1. Determine who is angry

Train your managers and employees to identify the behavior of colleagues who can demonstrate anger challenges and establish a positive system to report these behaviors to management for further investigation. Don't wait.

2. Find out why they are angry

Interview the reporter to determine if further review is needed. The interview topic determines why they may be angry at work. Provide a positive solution for personal stress and anger control, or refer to EAP when appropriate and available.

3. Find solutions to organizational culture related to anger

Don't bury your head in the sand. Address organizational issues that may create stress and anger within the organization and work to address these challenges.

Cultivate leaders and create a culture of civilization

Leadership comes from the top down and must be solved. If anger is the inbreeding of the organization leader, then this will be a difficult but important issue. In the long run, the cost of anger is too high, because the organization is the most productive and long-term. If the leadership creates a culture that tolerates or encourages workplace anger, then the retention of key personnel will be a problem. Legal issues will also be a problem of cutting profits and productivity.

5. Train managers to identify anger and manage problematic teams/individuals

Managers need training, support and good leadership. Coaches or coaches, especially new managers who have risen from a technical background, are an essential element of most successful organizations. This will also reduce conversion, disruption and legal challenges.

6. Train employees to properly control stress and anger

Provide all of your employees with the tools they need to manage personal stress and anger. Don't think that they will learn to be civilized and self-managed outside of work. While this takes time, resources and management attention, it increases organizational productivity and employee loyalty.

7. Management organization pressure and transition management

Learn how to manage your organizational transformation and help your executives and employees get through the stress of work. This will prevent problems and create an environment that will thrive.

8. Develop an anger management plan for individuals with clear goals

When someone identifies challenges in anger management, assisting your employees with an anger management plan rather than replacing those people or expectations with external agencies to resolve your "problems" can be a good management decision. Programs can be tailored to your specific requirements. If an individual needs extra support, some people will have 2 days of seminars and personal tutoring. Other organizations may provide ongoing mandatory groups for those identified as having anger challenges. External coaches or therapists are often hired to participate in these courses, so confidentiality does not become a problem in the work environment.

9. Take immediate action: zero tolerance for anger and violence

Tolerating angry performance or violence is dangerous. It can send the wrong information and open your organization to harass legal proceedings. Leaders must adhere to this zero tolerance.

10. Provide a way to speak safely to prevent anger and violence [open to creative solutions]

Create places that people can hear. Respect the diversity of opinions. Create a safe way to express the appropriate level of stress and frustration. Always seek to build a better environment and culture.

Implementing these principles may require resolution and leadership. Many organizations need counseling and counseling to make profound changes to their culture. You can get rewards by increasing productivity, loyalty and problem-solving creativity.

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