1. Identify the person who is in a state of madness
Your managers and employees must be able recognize indicators that indicate anger from a coworker. Set up a system which allows employees to report these behaviors to the management. Don’t put off reporting it.
2. Identify the reason why they are mad
The staff who spoke with the subject in order to determine whether there are any signs that require an examination. Interview the person to determine the reasons they are upset at their job. Provide positive solutions for individual anger control and stress management, or refer EAP, if required.
3. Find solutions to help organizations manage their anger culture
Don’t forget the responsibility you have for the issues of your organization. You must deal with the organizational issues that may cause stress and frustration in your workplace.
4. For leaders to create a culture that respects civility,
Leadership comes at the top and needs to be tackled with determination. The issue is major problem, but it’s also important to be aware that anger could be a part of the leadership of an organization. It is expensive and could result in an organization’s inability of producing lasting outcomes. If leaders create an environment that promotes or allows for anger at work, the retention of top personnel could become an issue. The productivity and profits of the company will affect productivity and profits due to legal concerns.
5. Training managers on managing anger and managing teams/individuals who have problems
Managers require assistance and training. Mentoring and coaching managers, especially those who have technological backgrounds is vital for any business to be successful. This will lower turnover, reduce sabotage, legal issues, and assist to limit the legal risk.
6. Training employees on how to handle stress and anger appropriately