1st Determine who is evil
Train your managers and employees to identify behaviors that signal a furious challenge employees and a positive report to management for further investigation of these behaviors can. Do not wait.
2nd Identify why they are angry
Ask the staff reported, if facts to determine control. Interview designed to determine why they may be angry at work. Offer positive solutions for the individual stress and anger management, or information on the EAP, if applicable and available.
3rd Find solutions to organizational culture as it relates to anger
Do not stick your head in the sand. Questions of organization possible that could create stress and anger within your organization and work to meet these challenges.
4th Training for managers a culture of civility
Leadership comes from the top down and have to tackle the problems with determination. When anger is in the leadership of an organization that is a major concern by inbreeding, but difficult. The costs of anger are too high, the long term to an organization more productive and sustainable. Retention of key personnel is a problem if the management creates a culture that tolerates or promotes, the anger in the workplace. Legal issues are also an issue that profits and productivity have become cuts.
5th Train managers to identify and manage anger teams / people with problems
Managers need training, support and good leadership. Coaching or mentoring managers, particularly new managers, increased its technical circles, is an essential component of most successful organizations. This also reduces the turnover, sabotage, and legal challenges.
6th Train people to control their stress and anger appropriately
Give all your employees the tools they need to manage each of their own stress and anger. Do not go like they are out of courtesy and to learn self-managing work. Although this requires time, resources and management attention, it will pay increased organizational productivity and loyalty of employees.
7th Managing the stress of the organization and management of the transition
Learn to manage your transition and relief agencies of your managers and employees in order to survive the stress at work. This will avoid problems and create a positive environment in which performance can be developed.
8th Create a program of anger management for people with clear objectives
If someone has a challenge of the Anger Management has identified, it can be a great business decision to replace your employees not to a program of the Anger Management these people, or to wait and the assistance is to be outside to fix your “problem”. Programs can be tailored to your specific needs. Some have a two-day seminar and coaching, if people need extra help. Other organizations may have about the courses, and compulsory for groups of people identified challenges of anger. External trainers and therapists are often not for these programs to privacy Hired become a problem in the workplace.
9th Immediate measures: the zero-tolerance of anger and violence
tolerate displays of anger or violence is dangerous. It can send the wrong message, and open your company up to lawsuits harassment law. Leaders must be strong with this zero-tolerance.
10th Propose ways to issues that anger and violence (open to express themselves safely for creative solutions to avoid)
Create places, allow people to be heard. Respect for diversity of opinions. Create a safe way to express appropriate levels of stress and frustration. Try to always build a better environment and culture.
To implement these principles may require determination and leadership. Many organizations require to make coaching and advice on these profound changes in their culture. The payoff is in increased productivity, loyalty and creativity to solve problems.
