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LuederitzHenryk Lüderitz was, among other things, a young manager at Vodafone and is now a freelance trainer. Lüderitz began his career with a boss who was considered a scare for apprentices. This was followed by a high school diploma, a degree in business administration at a private university and, at the same time, starting a career at Mannesmann Mobilfunk. Then quickly the next border crossing: Project management for international tenders and product launches. It continued just as rapidly: Vodafone, participation in the talent program and entry as a group leader in the area of ​​customer care systems with an innovation budget of around 15 million euros per year; later responsibility for all letter communication with over 80 million letters per year. In 2012, Lüderitz deliberately left the company and since then has been self-employed as a trainer for young executives. He knows the everyday problems and expectations of high potentials from his own experience and knows how to handle them skillfully and how they can be integrated into everyday company life. Henryk Lüderitz shares his know-how in lectures, workshops and on-the-job training. More information at luederitz.eu

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

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?

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What to do when employees freak out?

I sat perplexed in the meeting room and stared at one of my hard-working employees in disbelief: gesticulating wildly and with a red head he scolded loudly about our new project ... The time constraints would be too tight, the sales targets too high and the budget cuts a bottomless cheek.

He had become really furious - and his colleagues couldn't calm him down either. And me? I had just been promoted to manager and overlooked the pressure on my team.

Do not close on others

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

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 soothing words, you will become clearer! Make it clear to him 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 “Now you go to the café opposite and have a coffee, I'll be there 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

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

  1. As simple as it sounds, greet your employees personally and take the time for a little chat "by the way".
  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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2 responses to "How executives deal confidently with outbursts of anger from employees: Beware of the risk of explosion!"

  1. Frank says:

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

  2. Gerhard says:

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

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