The company's culture is dependent on everyone who works in the building and when an employee starts to have growing negative feelings towards the company, leaders need to be ready for that.
As a leader, you must be able to communicate to your team effectively about what's troubling them and see if you're able to make compromises. simply ignoring and avoiding the topic will only let frustration grow.

Acknowledge the frustration

Take the time to do some digging and ask around if your company offers any benefits and programs that would best suit your employees' needs.

How employees can be helped

Being a leader is like being a parent. When an employee suffers from frustation and "shuns" you out, sometimes the best you can do is to just leave them with options and have them decide what they want to do.
Handling anger and frustration can be tricky and being their leader, you must help them manage their emotions by giving them the tools that they can use to do so.

Offer resources

Moving through an intense situation with a co-worker or a team can be demanding and arduous.
As employees make the effort, don't forget to recognize it and let them know that you're aware of how hard they're working. Let them know that they have support.

Hand out recognition

<figure><img width="706" height="397" src="https://www.hrbartender.com/wp-content/uploads/2021/08/Employee-Anger-1024x576.png" alt="chalkboard drawing of employee showing anger" srcset="https://www.hrbartender.com/wp-content/uploads/2021/08/Employee-Anger-1024x576.png 1024w, https://www.hrbartender.com/wp-content/uploads/2021/08/Employee-Anger-300x169.png 300w, https://www.hrbartender.com/wp-content/uploads/2021/08/Employee-Anger-768x432.png 768w, https://www.hrbartender.com/wp-content/uploads/2021/08/Employee-Anger.png 1200w"></figure>Estimated reading time: 3 minutesI have fallen in love with <a href="https://en.wikipedia.org/wiki/Ted_Lasso" dir="ltr">the Apple TV show “Ted Lasso”</a>. I know nothing about association football (aka soccer), but the overall vibe of the show is just wonderful. Even when things aren’t going as planned for the characters. In fact, there’s one scene from Season 1 that’s become a little joke between me and Mr. Bartender. When team captain Roy Kent is struggling during a training session (and swearing the whole time), Ted Lasso is watching from the sidelines and quietly saying “Swear it out, Roy. Swear it out.” So, when we get frustrated or exasperated at a situation, we just laugh “Swear it out!”The reason that I’m bringing up this scene from Ted Lasso is because I’m reading lots of articles about employees being frustrated and angry. I’m sure you are too. Employees are angry about being asked to come into the office. And employees are frustrated at all the changing office guidelines. A survey from Verizon indicated that <a href="https://go.verizon.com/resources/covid-policies-survey/" dir="ltr">nearly a third of respondents didn’t tell their employer when they tested positive for COVID-19</a>. The reason? They didn’t think it was a big deal and didn’t want to have to take paid time off.In addition, employees are angry about vaccines. Regardless of your particular views about the vaccine, it seems like either employees are angry at their co-workers who haven’t received the vaccine or employees are angry at people asking them to get the vaccine. <a href="https://www.ohioemployerlawblog.com/2021/05/coronavirus-update-5-26-2021.html" dir="ltr">Jon Hyman wrote an interesting blog post about vaccination-status harassment</a>. Yes, it’s an issue. Check out his article.So, I totally understand the frustration. I really do. Unfortunately, getting rid of the frustration isn’t as simple as yelling “Swear it out!” Which is why there’s something organizations need to start thinking and talking about. That’s how their company culture deals with the anger.Over the past few months, <a href="https://www.hrbartender.com/2021/recruiting/employee-retention-strategies/" dir="ltr">many CEOs have said that they want employees to return to the office</a>. They feel that part of their culture is having everyone together. Honestly, I understand the importance of good teamwork and collaboration, however, I’m not sure how true it is that the company culture is dependent on everyone being in the same building. But let’s for a moment say it’s true. Then that means this growing anger <s dir="ltr">has the potential to</s> is becoming part of the company culture. Leaders need to be ready for that. And I’m not sure they are.&nbsp;I will admit that I don’t have all the answers, but here are four things to keep in mind.<OL><LI>Acknowledge the challenge. Simply ignoring employee anger and frustration could only make the situation worse. And banning certain topics of conversation is only shifting the frustration (<a href="https://www.npr.org/2021/05/07/994812274/basecamp-blowup-banning-politics-at-work-prompts-over-a-dozen-employees-to-quit" dir="ltr">think software company Basecamp</a>).&nbsp;</LI><LI>Check existing benefits and programs. Look to see if the company’s wellbeing or employee assistance programs have resources to help employees.</LI><LI>Offer resources. Give employees at every level the tools to help them manage their emotions. And give managers the tools to support their teams.</LI><LI>Recognize positive efforts and outcomes. Moving through an intense situation with a co-worker or team is tough. As employees make the effort, recognize it. Let them know that they have support.</LI></OL>The anger and frustration that employees are feeling didn’t happen overnight and it’s not going to go away overnight. Organizations need to acknowledge this. Managers should be prepared to handle emotional situations. And <a href="https://www.hrbartender.com/2020/employee-engagement/workplace-wellbeing-engagement/" dir="ltr">employees need to think about their personal wellbeing</a> and seek help when necessary. We can’t ignore this because if we do, it could have a lasting negative impact on company culture.Image captured by <a href="https://www.hrbartender.com/speaker/" dir="ltr">Sharlyn Lauby</a> while exploring the streets of Miami, FL<div>Thank You for Sharing! 🙏</div>

Leaders and managers have to learn how to deal with anger in the workplace today. Here are 4 things to help company culture and engagement.

leadershipandmanagement

Leadership & Management

Estimated reading time: 3 minutes

I have fallen in love with <a href="https://en.wikipedia.org/wiki/Ted_Lasso">the Apple TV show “Ted Lasso” </a>. I know nothing about association football (aka soccer), but the overall vibe of the show is just wonderful. Even when things aren’t going as planned for the characters. In fact, there’s one scene from Season 1 that’s become a little joke between me and Mr. Bartender. When team captain Roy Kent is struggling during a training session (and swearing the whole time), Ted Lasso is watching from the sidelines and quietly saying “Swear it out, Roy. Swear it out.” So, when we get frustrated or exasperated at a situation, we just laugh “Swear it out!”

The reason that I’m bringing up this scene from Ted Lasso is because I’m reading lots of articles about employees being frustrated and angry. I’m sure you are too. Employees are angry about being asked to come into the office. And employees are frustrated at all the changing office guidelines. A survey from Verizon indicated that <a href="https://go.verizon.com/resources/covid-policies-survey/">nearly a third of respondents didn’t tell their employer when they tested positive for COVID-19 </a>. The reason? They didn’t think it was a big deal and didn’t want to have to take paid time off.

In addition, employees are angry about vaccines. Regardless of your particular views about the vaccine, it seems like either employees are angry at their co-workers who haven’t received the vaccine or employees are angry at people asking them to get the vaccine. <a href="https://www.ohioemployerlawblog.com/2021/05/coronavirus-update-5-26-2021.html">Jon Hyman wrote an interesting blog post about vaccination-status harassment </a>. Yes, it’s an issue. Check out his article.

So, I totally understand the frustration. I really do. Unfortunately, getting rid of the frustration isn’t as simple as yelling “Swear it out!” Which is why there’s something organizations need to start thinking and talking about. That’s how their company culture deals with the anger.

Over the past few months, <a href="https://www.hrbartender.com/2021/recruiting/employee-retention-strategies/">many CEOs have said that they want employees to return to the office </a>. They feel that part of their culture is having everyone together. Honestly, I understand the importance of good teamwork and collaboration, however, I’m not sure how true it is that the company culture is dependent on everyone being in the same building. But let’s for a moment say it’s true. Then that means this growing anger has the potential to is becoming part of the company culture. Leaders need to be ready for that. And I’m not sure they are.

I will admit that I don’t have all the answers, but here are four things to keep in mind.

<ol><li>Acknowledge the challenge . Simply ignoring employee anger and frustration could only make the situation worse. And banning certain topics of conversation is only shifting the frustration (<a href="https://www.npr.org/2021/05/07/994812274/basecamp-blowup-banning-politics-at-work-prompts-over-a-dozen-employees-to-quit">think software company Basecamp </a>).  </li><li>Check existing benefits and programs . Look to see if the company’s wellbeing or employee assistance programs have resources to help employees. </li><li>Offer resources . Give employees at every level the tools to help them manage their emotions. And give managers the tools to support their teams. </li><li>Recognize positive efforts and outcomes . Moving through an intense situation with a co-worker or team is tough. As employees make the effort, recognize it. Let them know that they have support. </li> </ol>

The anger and frustration that employees are feeling didn’t happen overnight and it’s not going to go away overnight. Organizations need to acknowledge this. Managers should be prepared to handle emotional situations. And <a href="https://www.hrbartender.com/2020/employee-engagement/workplace-wellbeing-engagement/">employees need to think about their personal wellbeing </a>and seek help when necessary. We can’t ignore this because if we do, it could have a lasting negative impact on company culture.

Image captured by <a href="https://www.hrbartender.com/speaker/">Sharlyn Lauby </a>while exploring the streets of Miami, FL

Leaders Need to Prepare for Anger In the Workplace

Acknowledge the frustration

How employees can be helped

Offer resources

Hand out recognition

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