It’s close to the Christmas period, and if you’re thinking you’re the only business that seems to have no time for goodwill to all men, the stats that a huge 21% of people have shouted at their boss in anger may come as no surprise! As business draws to a close with a real rush for results, happy customers and promotions that succeed, anger and frayed tempers can be something that every manager needs to address. Anger in the workplace is something not often addressed, but the similarities between the causes of workplace anger and workplace disengagement are highly similar. Typically they involve not being heard, being passed over for opportunities, faulty or slow processes and poor or no communication. What can be difficult in the workplace is the intention behind any action of anger. According to five studies conducted by Gabrielle Adams and M. Ena Inesi of the London Business School, “transgressors often don’t intend for their actions to be hurtful, while the person who experienced the transgression typically thinks the offense was intentional. Unpicking these situations can be difficult and time consuming. Building a culture that doesn’t cause excess feelings of resentment to bubble up can be a much better preventative measure.” Here’s what you can do to ensure that anger is not an issue in your workplace. Don’t tolerate aggression Many people use force and aggression to verbally get their point across or to win an argument. Your business needs to ensure that people who do use this tactic are heard, as well as people who are quieter and less likely to ‘rock the boat’. Ask people to speak fairly using language that doesn’t accuse or cause personal upset. Recognise tension We all have the teammates who are at each other’s throats. What’s key is to find the right time and the right way step in and try and facilitate a wider conversation, especially if working together is imperative for the business Stop gossiping Gossip can be the spark that sets people looking for new jobs and doubting their colleagues. Put a stop to gossip by having frank, honest methods of communication regularly that speaks to the whole workforce. You might want to undertake surveys, feedback forums or group sessions. Make constructive feedback the norm In order for people to be open to constructive criticism or feedback, it has to be ‘the norm’. Getting professional feedback can cause anger when it is delivered once a year, long after the point where any misgivings can be corrected. Ensure people are regularly updated and their work is assessed. Not only will this enhance the quality of output, but it also takes pressure off annual reviews, with no surprises in place on the day for either party. Post navigation Companies urged to do more to improve the wellbeing of junior staff “Recognition must be about reinforcing culture and values” argues expert panel.