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Recent research from Gallup shows that daily rates of anger, stress, worry and sadness among American workers are worse than over the past decade.
As a team leader, you are responsible for managing your team's moods without letting their anger impact your effectiveness.
There are three damaging reactions to your team's anger.
Depersonalise how you receive feedback that your team is angry. See these inputs as data. Don't add your judgment or excuses to the data. This will enable you to respond more effectively.
Accept the feedback that your team is frustrated without judging your team or yourself. Ask for more information, demonstrating that you care to acknowledge it. Then reframe the concept of anger as a part of the human condition that, when managed effectively, can improve the drive across your team.
Offer your team members a safe space to vent. Then encourage them to partner with you to find solutions that benefit everyone.
Once you have de-escalated emotions, you can channel their frustration toward more constructive outcomes.
Consider your blind spots that could contribute to their anger. How you engage with your team can increase the tension or improve trust.
Once you've identified your blindspots, be willing to publicly own the areas where you need to improve and request feedback and advice. This approach can shift perceptions from negative to positive.
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