Manage Your Workplace Anger

 

 

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Hello all,

 

Workplace Anger

I have watched all of eighty-four of the episodes of Suits.  If you have not seen the series on USA Network, the show is great one to watch to see workplace anger in action.

I know it is a show.  It would not be so captivating if there were not so much anger.  But, the show is a show, and real life is much different.

What is the Basis for Workplace Anger?

It could be the culture of the organization.  Possibly it is a company where to boss thinks anger is required to show leadership, rather than following.

I can also remember a situation with one of my first jobs in a paper mill.  The machine making the paper broke down.  The supervisor grabbed me by the shoulders and threw me around.  It was not only anger, but it was also violent, and the situation could have been life-threatening.

I was a young pup, but could not stand there and take it.  The next morning it was off to Human Resources, to let them deal with it.

No Matter How Hard You Try

No matter how hard you try, at some point in your work life, you are going to become angry.  It is not the anger so much, but how you deal with it.  As well, if you are a boss, how you deal with workplace anger can make or break your company.

Manage Your Workplace Anger

  1. First, don’t let anger get the better of you. If you are the one with the anger, remember, what comes out of your mouth or off your desk in the way of a memo, can never be taken back.

Second, be a great listener. Anger is a normal human emotion but needs to be expressed in an appropriate manner.  There is a right time for everything, and learning to manage anger can lead you in the right direction.

Third, take a step back to search for the root causes. There could be something else that is bothering an employee, or for that matter, you as the boss.  Anger is usually a reaction to something.  Unless you understand the “something,” you can do very little to stop the cause.

Fourth, Chuck Swindoll, a Christian Pastor said, “Life is 10% what happens to you and 90% how you react to it. The remarkable thing is, we have a choice every day regarding the attitude we will embrace for that day” (Brainy Quote, and that includes how we control our words and actions.

  1. Fifth, don’t let people “push your buttons.” In the whole scheme of things, what people say or do that is negative, is their problem.

Sixth, learn to walk away. Engage your mind before your mouth.  Take a walk to cool down or a ½ day before you send out the note with what you would like to say.

Seventh, call on Don Swift and Associates, a leading Human Resources consultant in Wichita Falls, Texas. Don Swift has years of HR expertise and can help you out of any negative HR angry situation.

Call Don Swift Today

Anger in the workplace elicits all types of emotions and consequences.  All of them can be detrimental to you and your company.  And don’t expound the problem by losing good employees.

Good workers are not a dime a dozen.  And when it gets to this stage, you need Don Swift and Associates to help you.  Call on Don Swift at 940-228-0550 to assist you with workplace anger or any other HR situations that may not be working right.

Don Swift is ready to help you and with his years’ of experience, it is the right thing to do for you and your company.  Call Don today at 940-228-0550, or make contact through his Website.

Keep your anger in check with the help of Don Swift and Associates, a premier HR consultant in Wichita Falls, Texas.

Regards,

Don Swift

(Paraphrased from Cheri Swales in Monster Contributing Writer)

 

Don Swift and Associates: http://www.donswiftandassociates.com/

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.

 

What Does Every Respected Boss Do?

 

 

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Respect

I had a discussion with a business owner the other day about respect. Because he owns a business in another country with a different culture from what we have in North America.  But one thing I will learn is the same..

One cannot take respect.  One will earn respect.  Furthermore, the business owner from the other country was so used to taking respect; he could not see that what he thought was respect was disdain.

I talked to the fellow for more than one hour about what every respected boss does to earn that respect.

 

Do Unto Others as you Would Have Them Do Unto You

 

That seems pretty simple.  Because in the case of the business owner, it is readily apparent he did not treat his workers with any respect.Therefore,  there is a lot of discussion around how he treats his employees.  And with that, how could he be expected to be treated with respect?

Some of the things discussed were:

Not having clear and agreed-to expectations between the workforce and management. He expects the other workers to make sure their coworkers do what is expected.  He also talked about the many times his supervisors berated his employees, and he did not even know the reason why.  A clear case of not having clearly defined expectations or any respect.

Not Providing Resourses

  1. Not providing adequate resources and equipment. The owner’s workers are working in locations where gloves should be mandatory, along with protective clothing.  Beyond the low wages paid, the owner expects the workers to provide for themselves.  Therefore, a clear case of the company not respecting the value of the jobs of the employees.

To Progress

  1. There is no opportunity to progress. Any supervisory positions are filled by people of the similar social class of the owner, leaving the workers to believe they are the lowest of the lowest.  If a person cannot have the opportunity to lift their head, there will be little motivation to respect the job and the work environment.

Motivate

  1. Treat the workers like mushrooms and pay them with dirt. Furthermore, there is little to motivate the employees and have them appreciate the job that they do.  The owner pays as little as possible, just making it to the minimum.  He has the expectation workers are a dime a dozen, and no one will leave, as it is almost forced financial incarceration.  The workers have no respect for the company, or management, and are experts at hiding their destructive acts.

 

Is This True Life?

It this true life. Because there are still companies today, no matter where one goes, where the workers do not show their boss any respect.  Therefore, all because the boss does not treat the workers with respect.  And, I have not even talked about the benefits to an organization of what respect can do.

 

What to Do About It?

The first is recognize that with a lack of respect, there is most certainly a loss to the organization.  It could be in lost productivity, thievery, or sabotage.  And it is so easy not to have this situation.

Respect Checkup

If you want to have a respect checkup, call on the human resource specialist in the Wichita Falls, Texas, and area.  Call on Don Swift and Associates today at 940-228-0550 to get an independent review of how your organization is doing.

Don Swift has many years’ experience in human resource management in the Wichita Falls, Texas area, furthermore would love the opportunity to help you.  Don brings a practical approach to human resources and can assist you with building respect in your organization, and contribute to making other things better too.

Call on the expert in human resources in the Wichita Falls, Texas, and area, by calling Don Swift and Associates today at 940-228-0550.  Be given the respect you deserve by earning it with the helping hand from Don Swift and Associates.

 

Regards,

Don Swift

(Tips from Justyna Polaczyk in Livechat Blog in Business Psychology)

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.

 

Link

 

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The Heel of My Shoe

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Frustrated

Recently I listened as a friend of mine, frustrated beyond belief,  telling how disappointed she was in her printer resource.  Her company depends upon an outside resource to provide printers.  In her case, her regular printer is on the blink and her support company had installed another printer, older than the one she was renting.  They told her that the printer she had been renting would be out of omission for a while.

The Printer

The office is small and the personnel who work there depend upon economy of motion to get things done.  One of the features of the broken printer is that it allowed them to network to the printer, thus saving a lot of time with their printing tasks.  Even though they have desk printers to help maintain confidentiality, those printers are for “one off” copies.  The network printer allowed them to make copies in volume for training and/or public assistance.

The printer support company told them that the newly installed printer had that same capability, but they would not be hooking it up since they were not going to purchase this printer, not planning to keep it at all after the old one was fixed and reinstalled.  This decision by the support company was not received well and could not be reversed by their upper management.

Problems with the Printer

So, what are they left with?  Now they will have to travel to the printer each time they need to make copies of a document in quantity, put the document they need printed in the printer, and wait for the copies to print.  This also ties up the office printer over the course of the day.

Change

What a bad taste this support company has left in the mouths of my friend and her colleagues.  Their decision now is to change support companies altogether.  They feel they have been put upon because they are small, and apparently inconsequential.

A Flaw

But, I see it as more than that.  I see it as a character flaw on the part of the support company.  It will take them very little time to set the printer up so it can be networked.  If they think it through they will  realize that. If they stand in the shoes of their client, it will be easy to understand why this action needs to be taken.  Their lack of foresight and consideration has not only lost business for them, but has become the subject of several conversations about them.

Customers

Our customers are special.  They may have rotten personalities and it may seem that they want to take advantage of us, but they are special.  Our clients are the reason we are in business.  Clients deserve to be treated with the utmost when it comes to our vision and mission.  We created the vision and mission to have the personality of the customer in mind.  We think of all customers as being the same, deserving the same – an experience that exceeds expectations.

Remember when your grandparents said to polish both the toe and the heel of your shoe.  You want to guard how you look to your customer when you walk away from them.

 

Regards,

Don Swift

 

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.

Resolving Employee Conflicts

Conflicts

First of all, conflicts between employees can disrupt confidence, reduce work rate and create a generally unpleasant place to work. Because an answer often seems impossible, these disagreements can also drive managers crazy.

Good News

The good news, as a result, is that you do not have to allow disruptive workplace conflicts. By consistently using useful management practices, you can restore peace to almost any bickering group.

Teaming up with Don Swift will help you learn how to diagnose the specific cause of an employee conflict . Therefore, choosing the best strategy for bringing it to an end.

Wouldn’t it be nice to have a workplace where employees collaborate on projects without arguing and whining?

What Hat Do You Wear Professionally?

 

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H R Director

I will say that as an HR Director I could depend on my daily plans to change at 8:02 am when someone would stumble into my office with a problem that “only the HR Director could solve.”  As a result, that meant that there was conflict in the air and everyone felt that the job of the HR Director was to resolve it or there was something that no one else wanted to do.

Also, I have spent many hours wondering “just how many jobs does the HR Director have?”  I remember one of my CEO’s saying to me that he felt that it was my job to take care of all “the people problems.”  That way we could be sure we were using a consistent approach to managing our people.  When I would try to respond with statements about training, or shared-responsibility he would just wave his hand at me and dismiss the idea.

Hats

So, how many hats does the HR Director wear?  Through much reflection I have come up with the following.  And, I think I still don’t have them all.

Recruiting

  • Recruiting – How many times have I heard the demand “I need people!” And, the second part of this demand was that “I don’t just need people; I need the right people, now!”  My job priorities would change then because finding “the right people was my top mission in life.”

Hiring

  • Hiring – So, we got the people, now we have to get them on the payroll.Therefor,  I remember supervisors standing outside my door on a Monday morning impatiently waiting for me to hand over people as I was trying to get them through the hiring process.  The urgency would sometimes be so great that we will do just what it takes to get them on the payroll and we will complete the rest later.

Reporting

  • Reporting – Then there were the sometimes endless reports that had to be done on a monthly basis and for compliance reasons. Besides hiring and firing people, most companies believe that the HR role in a company is to do the reports.

Firing

  • Firing – Most of the companies I have worked for were filled with conflict-adverse supervisors and managers. If they thought any conversation was headed toward a disagreement, I would be brought into the conversation. Therefor, I think I was only successful in a couple of companies of actually training supervisors in the termination of employment process so they could do their part.

Training

  • Training – It seems it is endless: on-boarding, skill-specific, compliance, cross-training, OJT – and on. And, then there are the records.  What a nightmare.

Retention

  • Retention – The endless questions as to why good employees would leave and conducting exit interviews. Or, the opposite question – how do we get rid of the bad employees.  Here is where the HR personnel throw up their hands and ask “don’t they listen and do the documenting as they should?”

Voice of the Company

  • Voice of the Company – Communications of all sorts seem to begin and end in HR. it’s a good place to dump these kinds of duties.

Morale

  • Morale – The HR Director and staff are charged with the measurement of and the maintenance of company morale.

Arrangements

  • Arrangements – About 100% of the activities the company plans are arranged by the HR personnel. And, nobody understands just how much effort that takes.

Special Projects

  • Special Projects – Want to compete in a city-wide or state-wide contest? How about supporting local social issues?  What about putting on an employee party of some sort?  HR can do it!

Professional

Well, I suspect I could go on and on.  Therefor, the important question gets to be “what does the HR professional do with all this?”  In reality, the HR profession is just that – a profession.  It requires study, practice, documentation, verbalization, leadership, management, certification and all those other requirements a profession.  Many HR professionals get discouraged because it seems they are called upon to do everything but what they have been trained to do – you know, a little like the “clean-up person.”

Above all, the HR professional must focus on the body of knowledge that outlines the HR Professional Discipline.  Inside this body of knowledge are the disciplines, rules, regulations and other foundation requirements that make all the things I listed above doable within a framework of being that central spark the company needs for real engagement and success.  Hurray for the flexible HR Manager who keeps her cool and keeps the ship right.  You are a hero in my book!

 

In Regards, Don Swift

(Some information taken from Steve Spratt Hotdocs)

P.S. If you find this newsletter helpful, please consider sharing it with your friends, family, and colleagues. If you need assistance, call 940-228-0550. You can visit my website for more information at www.donswiftandassociates.com.