You’ve noticed that one of your employees, Jeff, has become more angry and high-strung lately. He’s been an emotional guy since he joined your organization three years ago. But now you’re worried that he will snap.
His outbursts are more frequent and his abusive language is worsening. Some of his colleagues find him intimidating and say that he’s unstable and possibly dangerous.
In weighing your options, your priority is to protect your employees while treating Jeff gingerly. You don’t want to come down too hard on him for fear of setting him off. You also realize that doing nothing will not make the problem go away.
The other day, Jeff was complaining about a new procedure. As his voice steadily rose, you asked, “Is it really worth getting so worked up over this?”
To your surprise, he agreed. He muttered something about his doctor’s orders to “stay calm.” He didn’t elaborate. You were tempted to pry, but you figured he migh...(register to read more)
- 10 Secrets to an Effective Performance Review
- Fighting at work: Fire one, both or neither?
- Use 7-point checklist to choose an employee assistance plan
- Apply zero-tolerance policy on workplace violence across the board
- Play it straight: When employee's complaints become irrational, stick with sound procedures