Managers must be able to interact with different types of people in a variety of situations. One less pleasant scenario involves dealing with an angry subordinate. This may occur because the employee has experienced an objective injustice, did not receive a reward they believe they deserved, or is going through a difficult period in their personal life. The danger is that an angry subordinate can prove toxic within the team and negatively affect the workplace atmosphere. Here are some tips on how a manager can handle such a person.
Keep emotions in check
As Forbes states, the most important thing is to remain calm. Don't allow yourself to be drawn into the emotional turmoil the subordinate is experiencing and don't take personally anything they may express in anger.
Give the subordinate space to speak
Meet privately with the subordinate and give them the opportunity to have their say. Ask what is happening and then allow them to do the talking. Angry people often need to vent their feelings and want to feel that their frustrations are being acknowledged.
Distinguish objective facts from emotionally coloured assumptions
Ask for details if necessary and evaluate what constitutes objective facts and what may be assumptions or misunderstandings on the part of the subordinate. Share your observations with the employee and try to guide their perspective toward a more positive viewpoint.
Propose solutions
Clearly, something is troubling your subordinate. Therefore, propose a solution. It may be a simple one. However, you should leave the meeting with a concrete plan on how to address the situation.
Minimise negative impact on the team
Don't allow the employee's negative emotions to affect the team, its work, productivity or workplace atmosphere.
Don't allow the situation to exceed acceptable boundaries
If the subordinate’s emotions go beyond acceptable limits, intervene. Explain that professional behaviour is required and the situation cannot escalate beyond certain limits. If necessary, take steps quickly to calm the situation, possibly in collaboration with senior management or HR.
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