How to manage executives with anger outbursts of employees: Caution Risk of explosion!



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We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
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It can always happen: this Team works on the stress limit. And suddenly one loses his nerves and freaks out. How to deal with this? Overlook and tolerate? Or tackle the problem actively? How to manage executives with anger outbursts of employees: Caution Risk of explosion! fury

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Here writes for you: Henryk Lüderitz was among other young leaders at Vodafone and is now independent coach. Profile

What to do when employees freak out?

Overview

I sat perplexed in the conference room and stared in disbelief at one of my most diligent co-workers: wildly gesticulating and with a flushed head he scolded loudly about our new project ... The deadlines would be too tight, the sales targets too high and the budget cuts a bottomless impudence.

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He had talked rightly into rage - and was also not to be reassured by his colleagues. And me? I had just been promoted to leadership, and had overlooked the pressure under which I was Team stand.

Do not close on others

Overview

Young managers are usually highly ambitious, want to change things and move things. Accordingly, they are motivated to do their job - and often assume that the team also shares their enthusiasm.

However, emotions and enthusiasm can also quickly turn into negative and counterproductive - if, for example, the employees appear to be too high or bureaucratic hurdles seem insurmountable.

Tips for dealing with uncontrolled emotional outbursts

Overview

Even if everyone in the team is working on the stress limit, an outburst or choleric attack is never to be tolerated at any time. Here it is up to the management to intervene immediately:

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  1. If your employee does not respond to words of comfort, you will become more explicit! Demand him unmistakably to leave the room; Her message is: "I set the tone in our team and I do not tolerate such behavior!" But also signal willingness to talk "You go to the café opposite now and have a coffee, I'll follow you in about 30 minutes. Then we'll talk in peace. "
  2. Also a good alternative: give him the day off. For most of the time the misconduct is embarrassed by the person concerned, and he shows insight; but he has to settle down for the time - in the office hardly possible.
  3. If your employees are not looking for the conversation on their own, suggest a discussion in a relaxed environment: a walk around the block, a small snack in the bistro next door. Important: choose a place where he feels comfortable, because the topic remains explosive.
  4. Carefully research in conversation whether other team members are similarly dissatisfied. If this is true, be sure to address the topic as a team, show understanding, and seek a solution together. If, on the other hand, your employee overreacts because of personal problems, the matter naturally only remains between the two of you.

It does not have to come so far

Overview

In everyday work such extreme tantrums are admittedly rather rare - the following measures help prevent this

  1. As easy as it sounds, greet your employees in person and take time off for a little chat "on the side".
  2. Inquire regularly about the mood in the team: either in the monthly meeting or with a small anonymous survey.
  3. Motivate your employees to keep an overview of their current tasks, projects and time, and discuss them, for example, in the personnel discussion. It is important to be open and accessible at all times - so your employees will also have problems with you before they get over their heads.


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  1. Frank

    Very good text, which sometimes explains the perspective of executives. Thanks a lot for this!

  2. Gerhard

    Great contribution, I am a leader myself and have the problem more often.

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