Dealing with the negative aspects of personal relationships.
Strong interpersonal relationships are key to a thriving business. Poor relationships between you and your employees have many repercussions. They’ve been shown to lower job satisfaction and increase anger and depression. In fact, poor relations with the people you work with have even been shown to impact customer demand and service. It’s all a domino effect. When relationships are weak, projects and initiatives can suffer to the point of jeopardizing the company and its place in the market.
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Relationship-building requires skill and constant attention. As Warren Buffett once said, “It takes 20 years to build a reputation and five minutes to ruin it.” Relationships between you and your employees can be improved by learning how to better manage your staff and how to recognize and deal with conflicts effectively. Hosting or fostering team-building events to improve personal relationships in the workplace can also help.
Competition and lack of teamwork from your employees. “Toxic workers” are all too common in the workplace. They come in different forms. Overly competitive co-workers are one variety. They have a strong need to rise to the top and often do so at the expense of others. Is there someone on your team who constantly kisses up to you, often at others’ expense? Other toxic workers include free-riders who don’t complete their fair share of the workload. In either case, the results can be devastating and lead to high levels of anger for both you and their co-workers. Employees are 54 percent more likely to quit if even one toxic employee joins a team of 20 people.
Poor performance from direct reports. Poor performance is a angeror that affects employees and managers alike. Unfortunately, tackling poor performance is often fairly low on the agenda for many leaders. As long as employees are following employment law and company protocol, many managers adopt a laissez-faire attitude. The results can be crippling. Poor performance leads to reduced productivity, lower motivation and retention rates, and — you guessed it — anger.
While some performance issues should be dealt with by your HR department (misconduct or constant absences, for example), most should be addressed by the employee’s manager by setting clear expectations, providing sufficient training, and sufficiently motivating their employees.
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Unreasonable customers. Managing customer relations is difficult. We’ve all heard that the customer is king. But customers can easily divert a business’s focus and cause undue anger. The most common source of anger from customers is unreasonable demands and expectations. The most effective companies not only meet the needs of customers but exceed them. They focus on the smallest details and create customer-centric cultures. When customer demands are too overbearing, they push back and look for alternative solutions.
You can learn to conquer chronic anger, but it will take a concerted effort on your part to do so.
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