individual is unable to regulate their emotions at work—whether because of
problems at home or disagreement at work—it may cause havoc and frequently
leads to overreactions all around.
So, as the
employer, how do you handle a sensitive individual at work? The issue won't go
away on its own if you choose to ignore it because the employee will be more
preoccupied with that issue than with their task. Additionally, if it spreads
to other workers, the productivity of the entire office may suffer.
some suggestions for dealing with an upset employee and reestablishing the
In the workplace, employees who are in distress are frequently met with
disrespect, indifference, and impatience. Managers frequently minimize or mock
an employee's problem or urge them to "deal with it."
Most people think crying is unprofessional, yet we tend to forget that
being human, sometimes our emotions might even get the better of us.
Yes, uncontrollable emotions can affect anyone. None of these reactions
do anything to aid the employee in need; instead, they only make their
situation worse. Hence, use emotional outbursts as chances to talk to, understand,
and be compassionate toward a hurting employee.
It is not necessary to have a lengthy talk; perhaps a few minutes may be
sufficient. Discovering the issue and demonstrating empathy can improve your
relationship with the employee.
Especially when they are experiencing intense emotions or discomfort,
giving employees the time and space to process what is happening at their own
pace can often be the most effective method to manage and assist them. This can
be done by giving them a break throughout the workday, a day or week off, or by
reducing their task temporarily.
Read emotional cues
Be mindful of the moods and emotions of your staff. You may frequently
detect emotional cues that your crew is emitting at work if you pay close attention.
These could include facial expressions, tone of speech, and body language. Pay
close attention so you can assess the performance of your staff.
Determine the trigger
There's a reason for an emotional employee's reaction. Look at the
factors that are causing them to act in this way. What is it that they are
going through? What is making them behave this way?
Avoid assuming anything about their behavior, including their
motivation. As an alternative, pay close attention to what the employee says.
You can control an emotional employee by giving them a sense of respect and
listening to them.
Fix your tone
Poor vocabulary and tone choices during communication are among the most
frequent causes of emotional distress and issues in organizations. Be it over
the phone, in person, or in an email thread, you should always consider your
message and tone before communicating it.
Think about all the many emotions that it might elicit in those who will
be receiving it. Keeping this in mind, one of the most proactive things you can
do to manage an emotional employee is to make an effort to always rephrase your
messages and tones in a positive manner.
Stay in touch
Be sure to maintain an emotional connection with your staff. Ask them
questions to get a sense of how they are feeling throughout meetings so you may
learn what makes them annoyed, unhappy, or furious.
In the workplace, exhort workers to be kind and considerate to one
another. In the event of a problem, you should also make sure to always check
in to see how they are doing.
Turn problems into opportunities
Understanding the issue and turning it into a chance for improvement are
the next steps in managing an emotional employee.
Often, the individual who is reacting to an emotional circumstance cannot
remedy the problem that it has generated. You can assist them in finding a
solution, secure the support they may require, or end the dispute that may be
the root of the issue.
Additionally, you can direct them to resources where they can receive
the support they require to get past their emotional challenges, such as
coaching, conflict resolution/communication skills training, and employee
It may seem difficult to manage an
emotional person in the workplace, but the tips above can help you approach the
problem with greater awareness, minimizing negative consequences while
maximizing potential for growth and improvement.