source of worker anger

What’s the biggest source of worker anger? People

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What’s the biggest source of worker anger? People

 

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Dive Brief:

  • More than a third of workers identified people as a major source of worker anger in the workplace, according to the 2019 AngerPulse survey released on Tuesday by employee assistance provider ComPsych.
  • The survey also found that anger is causing 20% of the respondents to miss six or more days of work a year. When describing how anger impacts productivity and attendance, 41% of respondents said they lose 15 to 30 minutes a day and 53% lose one to two days a year.
  • “Given that it’s an employee market today, many organizations are experiencing increased turnover,” ComPsych Founder, Chairman and CEO Richard Chaifetz said in a news release. “This can cause employees to be more angered given their changing roles, shifting teams and the need to do more with fewer resources.”

Dive Insight: Anger Management Courses can help

This study sends employers a clear message: anger worsens presenteeism and absenteeism. Addressing the source of worker anger is crucial if organizations want to prevent its damaging effects in the workplace.

According to previous research, workers are more angered out than just two years ago; a CareerCast survey found that 80% of respondents rated their anger levels above seven on an ascending scale of 1 to 10. Anger levels were based on the conditions that routinely threaten employee health and well-being, drive up absenteeism and lower productivity, such as the amount of travel required, deadlines, competition, working in the public eye, physical demands, risks and environmental conditions.

To reduce anger in the workplace, some employers are introducing wellness programs. But it remains inconclusive as to how effectively these programs erase anger. For example, a 2018 study by Willis Towers Watson found that most employers (56%) thought their wellness programs allowed workers to live healthier lives, but only 32% of the workers agreed. Employers must make sure, therefore, their investments in well-being meets workers’ needs to reduce anger.

 

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