Unhappy employees that have had conflicts with another employee or just the management in general, are pretty hard to please. An angry employee is often filled with anger and frustration, which is why one wrong move from your side might end up magnifying their anger.

Since that isn’t what you would want, we have come up with a detailed list of steps that you should follow when you encounter an angry employee.

Follow these steps and diffuse their anger in the best manner possible.


Thank them for Coming to You

Let them know what you think of the courage they have shown by coming to you with their grievances and worries. Employees often keep their anger within them, and don’t report toxic behavior or policies at the thought of being looked down upon. Which is why, all employees coming to you with their grievances should be hailed for doing so.

Empathize with their Frustration

These employees want to be heard by you, which is why the worst you can do is not empathize with the frustration they are feeling. Even if you don’t agree with their reservations, a simple ‘I can imagine how frustrated you must be feeling right now,’ will do perfectly fine.

In fact, knowing that you understand their problem, and that you’re willing to relate to it, will help diffuse some of the frustration.

Ask for Details

Once you’ve assured them that you understand your stance and that you’re willing to help them out, you can ask them for further details on the case. If you ask for details straightaway, they might not feel comfortable sharing it. However, once you have their trust and comfort, the employee would feel more at ease sharing their inner thoughts with you.

Apologize for the Situation

If the situation is in anyway linked with the general policies within the workplace, or the behavior of another employee, apologize to them. Let them know that you’re genuinely sorry and are pleased that they came and narrated the incident to you. A quick ‘I’m sorry’ wouldn’t do here, as the grief of the employee deserves way more than just that.

Take Action

The action you’re going to take is truly what every employee would want to know after such a trauma. Your actions here would be what your employee remembers, so please them with the kind of action they would want to see.

Follow Up

Once the action has been taken, follow up on the employee to see how they are doing. This would make them feel extra special, knowing that you really were concerned for them.

Get in touch with JS Benefits Group to find out more about anger management in the workplace. You can set an appointment with us anytime by visiting our website.