Rebecca Smith
How To Deal With An Angry Coworker – When you have a toxic work environment or a problem with a particular employee’s behavior, it can be difficult to know how to deal with it. How does a manager or HR professional stay relevant in the face of employee anger? There is a fine line to walk. Although each company has its own policies and best practices for dealing with disgruntled employees, there are some general tips that apply to most professional work situations. Whatever your job, you can learn something from this list.
Some emotional people experience emotions and feelings more strongly than others, and that’s okay. Whether it’s because of their upbringing, culture, or issues in their personal lives, we all deal with our emotions in unique ways. If an angry employee is angry, let them go. However, unacceptable behavior such as yelling and swearing will not be tolerated and should be treated as such. If one of your colleagues insults you or starts being inappropriate by complaining, say something like:
How To Deal With An Angry Coworker
Employees want to feel their voice is heard, so let them feel comfortable working without aggressive situations in the moment that will only hurt them down the line.
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Although you should not yell and swear at employees in a way that violates workplace policies or company culture, allow angry employees to express their feelings to you if your safety is not in game. Everyone gets stressed out sometimes, and sometimes we just need to vent our feelings, stress, and frustrations to someone who is listening. Some difficult people don’t even ask or want a solution from you – they just want to vent their anger, feel a sense of relief, and then carry on as if nothing had happened. Obviously, this depends on the current situation, but it can happen.
Managers and bosses are so used to looking at work situations coldly, objectively, that it can be difficult for them to step back and see the problem from the perspective of the employee it affects. If an angry employee comes to you with anxiety and stress, step back, put yourself in their shoes, and try to see things from their perspective. It’s not as easy as it looks! HR professionals know how important this is – try to imagine how you would feel if you were in the same situation. At the same time, you have to see their point of view and try to empathize without being condescending – there’s a fine line between the two.
Even if you receive terrible comments from an angry employee, it’s worth considering this as constructive criticism. The more people criticize your work, the more you will be able to change and improve. Even if your ego is slightly bruised, thank the team member for their opinion in a calm and respectful way. Opportunity to improve each employee complaint. Think positive! It takes a lot of courage to openly complain to your superiors, so thank them for their courage and for giving you the opportunity to change as a manager.
Industry experts and HR professionals recommend that when an angry employee tells you about their problem or frustration, be sure to rephrase the issue in your own words. For example, you can say:
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“So if I understand correctly, you’re mad at B because of situation A, and you want me to help you by doing X, Y and Z.”
Depending on the conversation, you may have enough information to just refer to, or if things are too complicated, it may be best to avoid them altogether. As with these things, it all depends on the circumstances and how the disgruntled employee acted.
Honestly apologize to the employee for their frustration (if related to the situation). Even if their problem isn’t directly your fault, say something that shows you’re listening to them and that you’re sorry to hear what they’re saying. For example,
“I’m sorry to hear you’re going through this, we need to make some changes at work.”
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Again, this can happen if you’re not careful, so make sure you say it correctly and don’t make it seem forced or awkward. A dishonest apology would be the worst.
Many unhappy conversations between employees and managers can actually lead to positive changes in the work environment that solve problems through a series of actions that improve the company culture and work environment. You may not be able to do this right away, but be sure to take the situation into account and start writing down effective and actionable measures that will help you make positive changes to your employees and their environment. For example, it could be something like:
Most issues that an employee brings to your attention will have some sort of solution that can help you make a positive change. Even if you can’t solve their problem right away, you can start building a better future that will significantly reduce the problem. As well as being good for business, it can help you build trust with a disgruntled employee – they’ll be happy that you actually try to make changes for them, even if the changes aren’t always complete or efficient. The trust of your staff is priceless, know it!
Once a co-worker has raised their issue and you’ve agreed to try to make workplace changes in response to their complaint, be sure to follow up with the employee on a date. later in a face-to-face meeting. It can be after 2 weeks, 2 months or even 1 year – it all depends on the circumstances that caused the problem and how quickly it can be fixed. Having a face-to-face meeting with the employee after the incident helps you see if your changes have helped, and it builds your trust and your relationship with the employee. Employees will respect a manager who monitors them and regularly checks in on how they are doing, whether in response to work issues or not.
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Along the same lines, it’s easy to have regular meetings with your employees, whether or not they’re expressing issues at work. In fact, it’s a great way to get feedback from everyone in your office in a one-on-one meeting situation where quiet, shy employees can feel more confident talking about their issues. Be careful! By having these regular meetings, you are more likely to catch issues and negative behaviors before they become a problem that leads to toxic employees in the first place!
Getting rid of toxic or problematic employees shouldn’t be the first solution to your company’s problems, but it may be a necessary solution if things aren’t improving. If a misbehaving employee is causing grief to everyone on your team, try to warn them and give them a chance to change. However, if that doesn’t change, you should drop them for the good of the team. Employees hold the power in their company, so one poor employee can drag everyone down with them. If the warnings and suggestions fail, it may be best to dump the “rotten” employee in search of someone with a more positive influence. It’s for the good of the company.
An employee can become angry for many reasons, from bad co-workers to outdated equipment to faulty work systems. Whatever the reason for their frustration, remember to listen to their concerns and do your best to see things from their perspective while considering positive changes based on the feedback.
With these tips, you’ll have the ammunition you need to deal with a disgruntled employee in a safe, professional, and constructive manner. There are difficult people at work. They come in all types and no one works without them. How difficult you deal with a person depends on your self-esteem, your self-respect, and your professional courage at work.
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Difficult people are more manageable when the person is generally disagreeable or when the behavior affects more than one person. It’s much harder to deal with them when they attack you, slyly criticize you, or underestimate your professional contributions.
Difficult people come in all forms of imagination. Some talk endlessly and don’t listen. Others should always have the last word. Some colleagues do not keep their promises. Others are criticizing something they didn’t create. Difficult colleagues compete with you for power, prestige and talent; Some go too far to get positive feedback from the boss – to your detriment.
Some co-workers try to put you down, and you constantly feel like you have to watch your back. Your boss is playing the favorite game and the favorite party is playing it on you. people