Anger in the workplace is a universal challenge, impacting employees at all levels. Whether it’s the fear of a supervisor’s outburst, the necessity to maintain professionalism by suppressing anger, or the temptation to vent at colleagues, workplace anger can be difficult to manage and often leads to ineffective outcomes.
Research scholars, intrigued by the dynamics of anger, have explored its causes, processes, and effects through various lenses, including management, psychology, marketing, and negotiations. Despite examining over 400 studies on anger from disciplines such as psychology and business, a cohesive strategy for understanding and managing workplace anger remains elusive.
Upon further analysis, the researchers propose a novel approach: viewing anger as a flowing emotion, comparable to water through a garden hose. This perspective allows individuals to consider the direction and intensity of anger, aiding in the identification of when and how to control or redirect it effectively.
The Direction of Anger
Consider the scenario of an agitated co-worker entering your office. Your initial task is to discern whether their anger is directed at you or if you are a mere bystander. Should you find yourself undeservedly targeted, redirecting the anger toward its rightful source is crucial. Conversely, as an observer, you have the choice to either ignore the outburst or assist in channeling the anger constructively.
Effective management of anger’s direction involves capturing the attention of those present and aiding them in reassessing the situation. By helping them understand alternative perspectives or recognize a different cause for their anger, you can guide the emotional flow toward more productive outcomes.
The Intensity of Anger
When faced with anger, whether directed at you or originating from within, decisions on how to modulate its intensity are vital. Options range from ignoring the anger to engaging in constructive dialogue to prevent recurrence. The intensity of anger can also be self-managed through techniques such as distraction or embracing the emotion, depending on the circumstances.
Adjusting the intensity of anger is not always about reduction. At times, amplifying subtle anger might be necessary to address perceived injustices, like an unfair company policy, ensuring that leadership is aware of team sentiments. Learning to self-regulate emotions helps manage anger’s intensity, allowing for thoughtful responses rather than impulsive reactions.
Controlling Anger
Deciding when and how to intervene in an anger situation depends largely on the context. Factors like safety and personal skill in managing such situations play a role. However, everyone can learn to better manage their own and others’ anger, starting with recognizing their role in the situation.
Understanding your position—whether you are the source, target, or observer of anger—is the first step. Next, determine the most effective way to intervene. This might involve reframing the situation to prevent escalation or aiding others in regulating their emotions to overcome the issue.
Developing emotional intelligence and confidence in handling anger can improve workplace relationships and outcomes. Addressing factors that undermine control, such as defensiveness or fatigue, can prevent anger from becoming a long-term destructive pattern.
