Anger in The Workplace: Supporting Employees With Anger

For an employee with anger issues, this emotion may be triggered by workplace stress, unmet expectations, or interpersonal conflicts, making it crucial for employers to recognize the signs and offer appropriate support mechanisms. In this article, we will provide insights into how anger in the workplace affects employees and practical guidance for employers and managers on effectively supporting individuals who struggle with anger management. 

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What is Anger?

Anger is a natural emotional response to perceived threats, stress, or frustration. It becomes a concern when it is frequent, intense, or poorly managed, particularly in a workplace setting. 

Individuals with anger issues often experience heightened:

• Irritability
• Frustration
• Aggression

This can manifest as verbal outbursts, passive-aggressive behavior, or physical tension.

Anger in the workplace can disrupt teamwork, damage relationships, and lower morale, ultimately impacting productivity and the overall work environment. 

That’s why recognizing and addressing an employee with anger is crucial, as unresolved anger can lead to conflict, increased absenteeism, and even workplace safety concerns. 

The Impact of Anger in the Workplace

Anger in the workplace can have far-reaching consequences for both employees and overall team dynamics. Below is a breakdown of how anger affects key aspects of the work environment:

• An employee with anger issues may experience difficulty focusing, leading to missed deadlines, errors, and lower work quality. 
• According to the CPD Online College, Unresolved anger can impair decision-making abilities and cause employees to underperform in tasks that require attention to detail and teamwork​.
• Increased burnout due to the emotional toll of frequent anger.
• Managers may struggle with managing employees with anger due to the challenges of balancing emotional support and enforcing performance standards.
• Employees prone to anger may find it difficult to handle client interactions calmly, risking strained relationships and damage to the company’s reputation.

How Can Employers Spot Anger in Employees?

Spotting anger in the workplace requires being aware of specific signs and behaviors that indicate an employee may be struggling with anger management. Here are some key indicators:

1. Frequent Outbursts or Irritability:  Frequent verbal outbursts, intense frustration, or irritability during interactions with colleagues or clients. These emotional responses may be disproportionate to the situation and could signal underlying anger issues.
2. Passive-Aggressive Behavior: Employees with unresolved anger may exhibit passive-aggressive behaviors, such as intentionally missing deadlines or making sarcastic or hostile remarks. These behaviors disrupt the employee’s functioning and create tension in the workplace.
3. Declining Performance and Absenteeism: Anger can also manifest as reduced job performance, procrastination, or absenteeism.
4. Physical Symptoms: Some employees might exhibit physical signs of anger, such as clenched fists, rapid breathing, or facial tension during stressful situations. Managers should be attuned to these physical signs to intervene before conflicts escalate.

Please, consider that one angry outburst is not a sign of poor anger management. It is a reason to speak seriously with the employee, but it shouldn’t be handled the same way you would handle frequent anger outbursts or passive aggressive behavior.

Handling an Angry Employee Professionally

Managing an angry employee is one of the more challenging scenarios HR professionals and managers may face. A calm and strategic approach can help diffuse tension, address the root cause, and maintain a positive workplace environment. Below is professional advice on effectively handling such situations:

• Stay Calm and Composed: Anger is often met with a natural defensive reaction, but as a leader, your demeanor sets the tone. Remaining calm helps prevent escalation and demonstrates professionalism.
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  • Avoid reacting emotionally; instead, take a deep breath and focus on maintaining a neutral tone.
  • Acknowledge the employee’s feelings without agreeing or disagreeing with their perspective (e.g., "I can see that this situation is frustrating for you").
  • Maintain open and non-threatening body language to signal that you’re receptive.

• Listen Actively and Empathetically: Employees who feel heard are more likely to calm down and engage in constructive dialogue. Active listening shows respect and a willingness to understand their perspective.
  • Let the employee express their concerns without interruption.
  • Use paraphrasing to confirm understanding (e.g., "What I hear you saying is...").
  • Avoid dismissing their emotions or invalidating their experience; instead, show empathy and understanding.

• Acknowledge Their Emotions: Validation helps employees feel heard and understood, which can quickly diffuse anger and build trust.
  • Use empathetic statements such as, “I can see that this situation has been really frustrating for you.”
  • Avoid dismissing their feelings or saying, “Calm down,” which may escalate the situation.
  • Reflect on their emotions by saying, “It sounds like you’re upset about how this was handled.”
• Identify the Underlying Cause: Anger is often a secondary emotion driven by deeper frustrations, such as feeling undervalued, overwhelmed, or misunderstood. Addressing the root cause is key to finding a sustainable solution.
  • Ask open-ended questions to explore the employee’s concerns (e.g., "Can you tell me more about what’s been bothering you?").
  • Look for patterns or triggers, such as workload issues, communication breakdowns, or interpersonal conflicts.
  • Avoid jumping to conclusions; instead, gather facts to form an objective understanding of the situation.
• End the Conversation: Ending the conversation with clarity and positivity ensures mutual understanding and sets expectations for follow-up.
  • Summarize key takeaways and agreed-upon solutions (e.g., “To recap, we’ve agreed to...").
  • Reassure the employee of your commitment to supporting them (e.g., “We’re here to help you succeed”).
  • Confirm next steps, including follow-up actions or meetings (e.g., “Let’s check in next week to see how things are going”).

How to Approach Employees Showing Signs of Anger

When dealing with an employee who has anger management issues, it’s essential to approach the situation with care, empathy, and a focus on constructive solutions.

As HR professionals, we need to also understand that some mental health conditions are transitory, and that some situations can make people change their attitudes without even noticing.

These are some ways you can approach an employee with anger:

• Choose the Right Setting: A one-on-one conversation, in a private space, allows for a more open and honest dialogue about their behavior and emotional challenges.
• Focus on Behavior, Not Personality: It’s important to address specific examples of disruptive behavior rather than attacking the employee’s character. You can say, “I’ve noticed that during meetings you seem frustrated when tasks are discussed.”
• Express Concern for Their Well-being: Approach the conversation with empathy by expressing genuine concern for their well-being. Let the employee know that your goal is to help them manage their anger, not to penalize them. 
• Offer Access to Mental Health Support:
  Provide the employee with information about available mental health resources, such as the company’s Employee Assistance Program (EAP) or anger management counseling.
• Refer to Workplace Policy: It’s crucial to frame the conversation around company policies. Reference the company’s workplace policies on acceptable conduct, and clarify that while support is available, maintaining a respectful and collaborative environment is essential for everyone.

Try to reinforce that addressing anger issues benefits both the employee and the broader team. It’s a way to also be firm but showing genuine interest in finding a solution. If you want to know how to accommodate an employee with anger, we will discussing that in the following section.

How Can Employers Support Employees with Anger in the Workplace?

Supporting employees with anger in the workplace requires a combination of targeted strategies that help manage anger and promote a healthier work environment. Here are some practical tips for organizations:

1. Early Identification and Intervention

Managers should be trained to recognize early signs of anger management issues. Identifying early when an employee has anger allows you to address these signs early through private discussions, and prevent escalation.

Overview: Recognizing the initial signs of anger in employees allows for timely intervention, preventing potential escalation.

Examples:

• Training Managers: Equip managers with skills to identify early indicators of anger, such as frequent irritability or withdrawal.
• Private Discussions: Encourage managers to hold confidential meetings with employees exhibiting signs of anger to understand underlying issues.

Why It Matters: Early detection and intervention can prevent minor frustrations from developing into significant conflicts, thereby maintaining workplace harmony and reducing turnover. Unaddressed anger can lead to decreased productivity and increased absenteeism.

2. Training and Awareness Programs

Providing training on managing workplace conflicts can help both employees and managers handle disputes calmly, reducing the chances of anger flare-ups. Moreover, offering specialized training on managing emotions and anger helps employees learn coping strategies and techniques to stay calm in high-stress situations.

Overview: Implementing training programs enhances employees' abilities to manage emotions and handle conflicts constructively.

Examples:

• Conflict Resolution Workshops: Offer sessions that teach effective communication and dispute resolution techniques.
• Emotional Intelligence Training: Provide courses that focus on self-awareness and emotion regulation.

Why It Matters: Educated employees are better equipped to manage their emotions, leading to a decrease in workplace conflicts and an increase in collaboration. This proactive approach fosters a culture of understanding and respect.

3. Provide Mental Health Support

Managers should ensure employees are aware of the company's Employee Assistance Program (EAP), which offers confidential access to therapy and counseling services. You can also implement mental health days, encouraging employees to take time off for their mental well-being without stigma. 

Overview: Offering access to mental health resources demonstrates a commitment to employee well-being and provides avenues for managing anger.

Examples:

• Employee Assistance Programs (EAPs): Ensure employees are aware of and can access confidential counseling services.
• Mental Health Days: Allow employees to take time off to focus on their mental well-being without stigma.

Why It Matters: Providing mental health support can reduce the incidence of anger-related incidents by addressing root causes such as stress or personal issues. This support leads to improved employee satisfaction and retention.

4. Encourage Self-Reflection and Accountability

While being supportive, managers should also hold employees accountable for their behavior if it negatively affects the team. Clear, structured feedback helps the employee understand the impact of their actions while also offering guidance on how to improve.

Overview: Promoting self-awareness and holding employees accountable for their actions fosters personal growth and responsibility.

Examples:

• Structured Feedback: Provide clear examples of problematic behavior and discuss its impact on the team.
• Development Plans: Collaborate with employees to create action plans aimed at improving behavior and managing anger.

Why It Matters: Encouraging self-reflection helps employees recognize their triggers and develop strategies to manage them, leading to a more cohesive work environment. Accountability ensures that behavioral expectations are clear and maintained.

5. Regular Mental Health Check-ins

Instead of addressing anger only when it becomes a problem, schedule regular mental health check-ins to evaluate an employee’s emotional well-being. These conversations help build trust, provide ongoing support, and the avoidance of unnecessary escalations.

Overview: Consistent evaluations of employees' emotional well-being can identify issues before they escalate.

Examples:

• Scheduled One-on-One Meetings: Managers regularly meet with employees to discuss workload, stress levels, and overall well-being.
• Anonymous Surveys: Implement tools to gauge the team's mental health climate and identify areas needing attention.

Why It Matters: Regular check-ins build trust between employees and management, creating a safe space for discussing concerns. This practice can lead to early identification of stressors contributing to anger, allowing for timely interventions.

Another reason to schedule these check-ins in case of workplace anger, is that this is an emotion, not a mental health condition or disorder. Indeed, anger can be a sign of a bigger mental health condition, but by itself, it could still be seen as gross misconduct.

6. Leverage Technology

Apps like Meditopia offer mindfulness and breathing exercises to help employees control their emotional responses during stressful moments. Providing access to such tools can help employees with anger management in real time, while also empowering them to recognize the situation and take measures accordingly.

Overview:
Digital resources such as mindfulness apps, wearable stress monitors, and AI-driven mental health platforms provide immediate support for individuals struggling with workplace anger.

Examples:

• Mindfulness and Breathing Apps: Platforms like Meditopia Mindfulness offer guided meditation and breathing exercises that help employees regulate their emotional responses during stressful moments.
• Wearable Stress Monitors: Devices like Fitbit and Apple Watch track physiological signs of stress, such as increased heart rate, and provide alerts to take a break or practice relaxation techniques.
• AI-Powered Mental Health Platforms: Some companies use AI-driven tools to offer employees personalized stress-reduction programs, coaching, and real-time emotional check-ins.

Are There Specific Tools or Technologies That Can Assist Employees with Anger?

Yes, several tools and technologies can support employees in managing anger in the workplace. These tools focus on emotional regulation, productivity improvement, and reducing stress triggers:

• Wearable Stress Monitors: Devices like Fitbit or Apple Watch track physical signs of stress (such as increased heart rate) and notify the wearer when they should take a break or engage in a calming activity. It’s a way to provide an early intervention for anger.
• Mindfulness and Meditation Apps: They provide meditation and mindfulness techniques that employees can use to manage stress, control emotional responses, and improve their overall well-being. Meditopia also has a mood tracker, where they can monitor it during the week and receive content recommendations accordingly.

How Can EAPs Support Employees with Anger?

Employee Assistance Programs (EAPs) are invaluable resources for supporting employees dealing with anger in the workplace. They offer a range of services, including one-on-one counseling and workshops focused on managing anger in the workplace. Additionally, EAPs provide resources for managing employees with disorders such as anxiety or depression.

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1. Access to Therapy and Counseling: EAPs provide direct access to professional counseling services that help employees understand and address the root causes of their anger. These sessions focus on how to help employees with anger by teaching them coping mechanisms.
2. Customized Workplace Support Plans: EAPs can collaborate with HR and management to develop personalized support plans for employees struggling with anger. These plans might include specific workplace adjustments such as reducing exposure to known stressors or adjusting workloads.
3. Training Programs and Workshops: EAPs like Meditopia for Work often offer workshops and training sessions focused on anger in the workplace. These programs teach both employees and managers conflict resolution skills, emotional regulation techniques, and effective communication methods.
4. Immediate Crisis Intervention: In cases where an employee’s anger reaches critical levels, EAPs provide immediate intervention services. These may include emergency counseling or connecting the employee with more intensive anger management programs.
5. Ongoing Mental Health Support: EAPs go beyond short-term fixes by offering long-term mental health resources, including continuous counseling and access to digital tools that help with stress management and emotional regulation. This ongoing support improves employees’ ability to manage their anger over time and reduces its negative impact.

What Types of Jobs Suit People with Anger?

Individuals struggling with anger in the workplace often do better in roles that allow them to manage stress, work more independently, and avoid high-conflict environments.

Remember that anger is a symptom, not a mental health condition. It’s important to understand why the employee is showing signs of anger at work, and determine if it’s related to a mental health condition or a well-being situation.

Based on that, a person with anger in the workplace should avoid jobs that could increase that emotion when untreated by mental health professionals in therapy or counseling.

Some jobs a person with anger management issues could find convenient are:

• Jobs such as auto mechanic, HVAC technician, or machine maintenance allow for problem-solving in a controlled, technical environment.
• Roles in logistics (e.g., driving trucks, warehouse management, or delivery services) allow employees to work independently while adhering to a set schedule.
• Positions that involve hands-on, physical work—such as landscaping, construction, or fitness training—can serve as positive outlets for physical energy and stress.
• While it may seem counterintuitive, some people who have learned to manage their own anger effectively may thrive in roles such as anger management counselor or crisis intervention worker. 

Key Takeaways

• Anger in the workplace often stems from unresolved frustrations, unmanaged stress, or underlying mental health concerns.
• Early signs of anger can be frequent irritability, passive-aggressive behavior, or declining performance.
• If anger issues are prevalent in an organization, it may indicate poor leadership, lack of psychological safety, or ineffective communication channels.
• Research suggests that organizations that provide emotional regulation training experience fewer workplace conflicts and higher productivity levels.
• While it’s important to be empathetic, organizations must also set clear boundaries regarding acceptable workplace behavior.

FAQs: Anger in the Workplace

What role does communication play in supporting employees with anger?

Open, empathetic communication helps build trust, enabling employees to feel safe in discussing their anger triggers and challenges. It also fosters clarity, allowing management to offer appropriate support and interventions.

What are some common challenges employees with anger face in the workplace?

Employees may struggle with interpersonal conflicts, frequent frustration, and difficulty managing stress in high-pressure environments, leading to potential disruptions in productivity and team dynamics.

What reasonable accommodations can employers provide for employees with anger?

Employers can offer workplace adjustments such as reducing stress triggers, providing conflict resolution training, allowing flexibility in high-pressure tasks, and offering access to mental health resources like EAP or anger management programs.

How should an employer handle confidentiality and privacy concerns related to anger issues?

Employers should maintain confidentiality by ensuring that any discussions about the employee’s anger management challenges are kept private, involving only necessary parties, and respecting the employee's privacy rights according to company policy and legal requirements.

What steps should be taken if an employee with anger is struggling despite accommodations and support?

If the employee continues to struggle, employers should reassess the current accommodations, involve mental health professionals for further intervention, and possibly explore more intensive support like therapy or alternative work arrangements to better manage their anger.