Managing an Employee with Anger Issues

Dealing with an employee who is both intelligent and difficult to manage due to anger issues can be a challenging task for any manager. Such employees can present a range of problems, including interpersonal conflicts and a toxic work environment. Whether to keep a talented individual who struggles with anger management or address the issue through disciplinary actions, such as a performance improvement plan (PIP), is often a difficult decision. This article will provide an overview of how to handle this situation effectively while maintaining a positive work environment.

Addressing the Difficult Employee: An Overview

First and foremost, it is important to understand the root of the employee's anger issues. An employee who believes that everyone around them is foolish might have deeper personal issues that contribute to their negative behavior. While you cannot control someone else's beliefs, you can and should work to manage their behavior. This may involve several steps, including verbal and written warnings, a formal PIP, and ultimately, termination if necessary.

Steps to Manage the Employee

Verbal Warning

Initiate a Conversation: When an employee's behavior becomes problematic, the first step is to address the issue directly with them. It’s crucial to do this in a calm and professional manner. Schedule a meeting to discuss the problematic behavior, specifically the manner in which their anger manifests in the workplace. Be clear about the impact of their behavior on the team and the organization. Ensure that the employee understands the expectations and the consequences of continuing the behavior.

Written Warning

Document Everything: If the verbal warning does not result in significant improvement, a formal written warning can be issued. The warning should be detailed, including specific incidents of the employee's problematic behavior and the expected changes moving forward. It should also outline the potential consequences, such as a PIP or other disciplinary actions.

Performance Improvement Plan (PIP)

Develop a Plan: If the behavior continues, a PIP should be implemented. A PIP outlines specific goals and improvement actions for the employee, along with a timeline for achieving them. This should include a clear plan to address the anger issues, such as stress management techniques, anger management training, or therapy. Ensure that the employee understands the importance of following through with this plan.

Ultimate Consequences

When all else fails, termination may become necessary. If the behavior continues to negatively impact the team and the organization, formal disciplinary actions may follow, leading to a termination of employment.

Personal Reflections on Difficult Employees

Some individuals, like those mentioned in the comments, hold the belief that they alone are capable and smart while others are not. Such individuals can be highly challenging to work with. A manager must be prepared to handle these situations skillfully. In many cases, it might be best to avoid such individuals altogether. You can minimize eye contact and interactions with them, limiting conversations to strictly professional matters.

Standing up for oneself when faced with such behavior can be challenging, but it is essential. These individuals are unlikely to change their ways, and it is unwise to expect otherwise. Past behavior is often an indicator of future outcomes. In such cases, it is crucial to prioritize the wellbeing of the team and the organization.

Remember, managing anger issues in the workplace requires patience and understanding, but it is equally important to maintain the integrity of the team and the organization. Effective management can often lead to a more positive and productive work environment.