Anger Management for Workplaces

 In Administration, Anger, Anger Management

Anger Management for Workplacescoursedetails

How to manage anger at work

Everybody feels angry at times. It’s a normal emotion. It is often triggered by difficult situations such as feeling undervalued or unable to control. It is also important to note that differences in opinion can lead to tensions and anger. When people fight for their opinions, tensions often rise.

If we are to be able to communicate effectively with our colleagues, we need to know how to control our anger. Everyone in the workplace is affected when people vent their anger or frustration in unhealthy and destructive ways. People may feel as though they are treading on thin ice and afraid to speak up if it causes conflict. This can lead to lower morale, decreased communication, and increased tension. It also makes employees feel unsafe at work.

Workplace Anger Management

Management of anger requires a proactive approach, not just a reactive one. To prevent anger from happening, you need to set standards in your workplace regarding how people behave and how the company will handle it.

1. Create a professional work culture

To set an example for employees at work, you should encourage positive behaviour and rational problem solving. You can do this by looking at the recruitment process. You should be looking for people who are positive and can work well with others. However, many people with anger issues are generally well-mannered and the anger can be a corelation to other areas of their lives.

2. Set an example

People in high-ranking positions can influence others and their behaviour is a part of human nature. Senior staff should not let their tempers control them. This will make it difficult for everyone in the group to behave the same way. Respectful, composed leaders set an example for others and encourage them to be better.

It discourages all bad behaviour. Senior staff will not allow employees to act out in the workplace if they don’t agree with their aggressive attitude. Although this won’t solve their behaviour issues completely, it is a good start to reducing the issues if possible.

3. Discipline procedures in place

Many workplaces have employees who will not be influenced by positive examples and follow their own path. It is crucial to have disciplinary procedures in place. These will be used to talk with the person, to record the incident and to take appropriate action. People need to be aware that they will face consequences if their behaviour isn’t controlled so they don’t get angry. People learn to reevaluate their behaviour and prevent them from repeating it in the future.

4. Provide training

All staff members must know how to handle confrontational situations. These include the do’s and don’ts. They should also know how to not react negatively to hostile employees, especially physically. They need to be able to calmly respond and report any inappropriate behaviour to the senior staff. Senior staff must learn how to calmly resolve situations and to take swift disciplinary actions to ensure aggressive employees are aware that the company has a zero tolerance policy.

5. Do not try to fix the person

It is unlikely that you can change someone’s behaviour with just a few words, despite your best intentions. Your inability to change their anger patterns is likely to be deep-rooted and will not improve over time. Instead, you should try to stop their behaviour from affecting your work environment and then direct them to professional assistance when they are ready.

anger management

Recognise Anger

Are you constantly feeling stressed out at work? This is not healthy for your health, or your career.

Some people vent their anger through a public outburst or physical confrontation, but quiet vengeance tends to be more common. Small, everyday acts such as refusing to help others or slowing down, or giving silent treatment, are all examples of revenge.

Retribution and outbursts can be harmful to employees and they will also affect your company’s efficiency, and ultimately your bottom line. You must first understand your anger before you can manage it in others, your team or your company.

Regardless of how hard you try to avoid anger, it is inevitable that you will get angry from time to time. You should be aware of the people and situations that can make you angry. Learn to recognise early signs of anger.

Calming Yourself. Calming yourself is the first step in anger management. Exercising can help you dissipate energy. Breathing, closing your eyes, singing or speaking to yourself to relax your muscles and slow down your heart rate will reverse the body’s tendency to make adjustments to prepare for aggression. You can continue these techniques for 5-10 minutes, or take a walk or go for a run to get the mental distance you need to think through the situation and break it into its components. Burn off any physical excess energy.

Recognise your triggers

There are ‘hot buttons’ within us all that can cause violent or angry responses. It is important to recognise your triggers early so that you can avoid becoming overwhelmed. You will make huge strides in managing your anger if you are able to take a deep breathe and stop pressing the buttons.

To learn more about Anger Management Training click on the blue button at the top.

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