We invest a major portion of our lives at work. No task comes with a stress-free tag. If we want to work we need to accept the tension, pressures and responsibilities related to it. In simple words, you can’t have your cake and consume it too. The stress and pressure we face at work frequently gives way to frustration and anger.
No organization can function without workforce. Workers form the body and soul of any company. A company with a dynamic labor force can climb heights never ever scaled before. In contrast, a company which continually finds itself the victim of strikes and lockouts might be forced to close down. It can be stated that “The Staff Member Maketh the Organization.” An angry worker can produce havoc in the company.
Angry workers have been understood to get violent, damage business property, destroy important records and even reveal important trade secrets to the competitors. Supervisors play a crucial rule in resolving problems related to rowdy staff members.
Dealing with an Angry Staff member
When a staff member expresses anger it is very required to tackle it immediately. Managers have to dedicate some time to this workout. This shows concern for the worker and his feelings. Procrastination can often lead to the employee leaving hand and developing a crisis scenario. Measuring the manner in which mad workers handle their colleagues may offer management valuable insight on how to control the situation.
For employees who are always boiling under the surface, anger management classes might be an excellent concept to prevent them from hurting themselves and causing trouble at work. Supervisors ought to permit employees to reveal their complaints without interrupting them. Interruptions cause strife and may wind up creating unnecessary diversions from the primary subject.
Active listening by managers conveys to the worker that the management is concerned and ready to be objective. There ought to be a box or a register of complaints that disgruntled employees can utilize to make management mindful of their problems. If the staff member is infuriated and desires to go head-to-head in public then use tact and diplomacy to deal with him.
Anger Management for the Angry Staff member
Supervisors have to be cognizant of the indications of mad workers in the labor force. Rather than reprimanding and humiliating the staff member, management needs to make immediate arrangements to invest in anger management programs to make it possible for workers cope with their stress and anger related issues.
The organization needs to review its culture and make time for connecting with workers through preparation of picnics and parties quarterly or half-yearly. Intermingling with workers in casual settings creates goodwill and understanding. Handling anger among staff members is a pre-requisite to boosting their spirits and boosting productivity.