Workplace Anger

Explicitly state your absolute opposition to inappropriate behavior in writing. This can often be included as part of a new hire's employee guidelines package, but small business owners should also consider displaying such "zero tolerance" statements in public areas. Such statements should also clearly delineate which types of comments and actions are regarded as offensive. Encourage an environment that values diversity. "There must be vision and commitment to the ideal of valuing diversity demonstrated by an underlying respect toward everyone in the organization," wrote Charlene Marmer Solomon in Personnel Journal . Recognize that incidents of workplace hostility tend to get worse over time if they are not addressed. For example, remarks that might at first seem to be merely in mildly bad taste can eventually escalate into fullfledged racist, sexist, or otherwise mean-spirited harassment. "Learning to deal with [workplace anger] issues is critical to creating a workplace that is comfortable—and therefore productive—for employees," wrote McGarvey." An all-too-common reaction, and one that often creates bigger problems down the road, is shrugging off such incidents." Instead, business owners should respond to incidents of workplace anger or hostility promptly and decisively. The whole workforce will likely be watching, looking for some signal about whether management takes such transgressions seriously, or whether it implicitly gives the green light to further incidents. Learn to recognize the symptoms of workplace anger, and try to provide employees with constructive avenues to express frustrations and/or concerns. Monitor workplace culture to ensure that it does not provide fertile ground for unwanted behavior. Make sure you have all the facts before confronting an employee with a charge of workplace discrimination or otherwise unprofessional behavior. This is especially true if the identity of the transgressor is in any doubt. Make sure that your own actions and deeds are a good model for your employees. Recognize that your primary imperative is not to change an employee's mindset about minorities, women, or other co-workers, but rather to ensure that the employee does not engage in offensive behavior in his or her interactions with co-workers or customers. "We won't change what a person says at a bar, after work, but we can impact how he carries out his job in the workplace," one consultant told Entrepreneur. "We won't change attitudes, but we can manage behaviors—and that's your responsibility as an employer."

WHEN THE SMALL BUSINESS OWNER IS ANGRY