Tips For Business Owners On How To Reduce Workplace Anger

Sexual harassment and workplace violence are probably the two most widely reported forms of workplace hostility and anger. But despite the prevalence of such conflicts, hostility and anger can manifest themselves in so many other, less drastic ways, which can still have a significantly negative effect on a company by creating an atmosphere marked by low or nonexistent communication, deteriorating morale, too much worker turnover, unhealthy workstation conditions and more. A hostile and angry workforce doesn't help productivity, let alone affect an employer's bottom line. There are ways to keep employees working properly and courteously, without allowing them to lose their sense of self-worth or sense of value.


Some businesses try to manage workplace anger issues by having their managers spend some time counseling employees on their feelings. This can be a very effective method, if done correctly. Unfortunately, this counseling isn't always as effective as it might be. After all, there are many employees who may not be receptive to receiving advice or who are too embarrassed to discuss their problems in front of a group of people. Furthermore, many managers don't take the time to really understand the dynamics of workplace anger before trying to apply any type of resolution, whether it is supportive or corrective.

One of the best ways to combat workplace anger and its associated problems is to address the issues head-on through the establishment of an effective anti-harassment policy. In situations where the nature of the irritation or hostility is clearly defined - such as when there is blatant racial or sexual discrimination - stopping it dead in its tracks is a fairly simple matter of instituting a policy that prohibits all discrimination and harassment. Additional anti-verbal communications like "don't touch me," " Leave me alone," "If you do that I will kick you" or "You can't have me - I'm the manager!" are just a few examples of how these types of anti-harassment or communication policies can effectively curb employee hostility and violence.

Creating a positive, work-related work environment can also play a vital role in employee morale and productivity. This is especially true in smaller businesses where the amount of staff and employee resources is limited. It's important to set up a work environment where everyone is encouraged to contribute and learn from each other. If there are problems or issues with one employee or a handful of employees, make sure that they are addressed with quick positive actions. For example, if one employee or a few employees create a hostility or negative tone in the work space, offer to immediately remove them and replace them with more polite, helpful employees.

Additionally, one can create a positive atmosphere for coworkers by creating a supportive, fun work environment. Try hosting a friendly work party once in awhile in order to break down hostility among employees. After all, a lot of workplace anger is the result of strained relationships with co-workers, so try to keep things light-hearted at all times.

Another way to reduce workplace anger is by implementing rules that help employees form good work behaviors. These could include making sure all employees know their legal rights, having a memo that outlines all company policies on harassment, and providing a non-discrimination policy. Also, encourage your employees to tell you when they experience any type of behavior that violates your company's policies. By checking up on these situations, you can eliminate the possibility of a legal issue later on. Finally, set up a rewards system for constructive behavior. This is particularly effective for younger or newer employees that often receive low scores on tests for hostility and other undesirable traits.

Employers may also consider implementing a peer review system in which some peers are responsible for determining if employees are exhibiting hostile or destructive behavior. Again, check with your human resources department first to make sure this will be a feasible solution. Then, check with your peers and employees to see how well things are going. Encourage constructive behavior and report problems if they arise.


Many business owners have learned that implementing some type of anger management program has dramatically improved relationships between employees and their co-workers. It makes everyone more productive, happier and less stressed out. However, even if the program doesn't reduce overall workplace hostility, it can certainly help improve interpersonal relationships. If you're not already doing so, consider looking into an anger management program. Not only is this an excellent idea for your business, but it's also a great idea for you!