Solutions for Disruptive Employees

Anger Management Employees Workplace Atlanta GeorgiaA positive and supportive environment at work contributes greatly to employee  satisfaction and productivity. When negative employee behavior is not  immediately dealt with, however, workplace relationships can quickly become  dysfunctional. Because disruptive employee behavior corrodes workplace harmony  and can damage business relationships, it is important to identify the most common behaviors that affect productivity.

Negative Attitude

  • Over time, complacency may set in for some employees, and they may begin to  complain about their hours, their coworkers, or having to complete work they do  not deem part of their job. They may also experience family or financial  problems at home, and bring the resulting irritability with them to work. If  such negative attitudes go unchecked, they may infect coworkers and create an  environment that restrains productivity.

Bad Work Habits

  • Coming in late, leaving work early, taking extra time on breaks and calling  in sick when not sick are disruptive and often unethical workplace behaviors.  Work is disrupted when others have to scramble to pick up the slack. When a  worker is away from an assigned desk or station, customers are left with no one  to serve them; these customers will become impatient, leave or hang up an  unanswered phone call, and are likely to never return.


  • A seemingly benign but potently disruptive employee behavior is gossip.  Sharing negative or personal information or opinions about coworkers or clients can create feelings of betrayal that undermine goodwill and trust. By its  nature, gossip raises questions about others’ competency, weakening  relationships and preventing effective teamwork. While steering the conversation  toward others’ positive qualities can help, often even positive statements can  tend to slip toward the negative. Time and energy can be better spent than on  gossip, which lowers employee morale and reduces  productivity.

Hostile Speech

  • While an employee may be stressed when work is not evenly distributed, when  she fails to receive an expected raise or promotion, or when receiving  criticism, it is poor office etiquette, or worse, to raise voices, use  expletives or make threats in response to workplace upsets.

             Statements like “l’ll get you” or “You better watch your back,” as well as  implicit threats such as “This isn’t over” or “You’ll be sorry’” are hostile,  and can lead to workplace violence and even criminal assault charges.

Managers should not assume that problems are isolated and will resolve  themselves. In fact, Joan Lloyd of the Minneapolis-St. Paul Business Journal  says employers “should be setting clear expectations and holding people accountable for their behavior.” This is where we come in.

Anger Solutions Atlanta offers a comprehensive program in the facilitation of Conflict Resolution, Anger and Stress Management, Communication,Assertiveness and Emotional Intelligence for disruptive employees. Counterproductive behaviors may be nothing more than the actions of an employee who simply does not know how to act in the modern workplace. Sometimes the employee’s work style is the primary factor in performance and production matters. And sometimes people simply have trouble finding their bearings, particularly in times of major change such as a corporate restructuring. Assigning employees like these to Anger Solutions Atlanta to provide them with an assessment, training and counsel separate from the formal HR rules and regulations, can be a wise investment in nurturing and retaining an employee that may make valuable contributions for many years in the future.

Counter-productive behaviors can wreak havoc with your organization’s morale, culture, productivity and bottom line. However, simply getting rid of the counter-productive employee is not usually the best strategy. Employees represent a huge investment for companies. The time, energy and money spent in recruiting, screening, training and retaining employees in today’s ‘knowledge-based economy” is substantial. And most times we would rather retain a disruptive employee that knows the job than to train a new person. Anger Solutions Atlanta will “Re-Train The Brain”of your current employee so that you need not hire a new employee to train yourself.

Have you observed any of your employees manifesting one or more of the behaviors listed below?

  • A negative attitude
  • Not getting assigned work in on time
  • Angry outbursts or yelling at co-workers
  • Engaging in passive-aggressive behaviors
  • Going from cubicle to cubicle gossiping
  • Tuning out / not participating during team meetings
  • Consistently coming to work late or leaving early
  • Taking excessively long lunch breaks
  • Making lengthy personal phone calls during the work day
  • Ignoring or violating company policies

If so, it’s time to call Anger Solutions Atlanta to discuss your company’s needs and to schedule an appointment for your employee(s) today.


Anger Solutions Atlanta Director, Chef Omega Angell, has worked for over 35 years in the Hospitality Industry with 20 years of experience as a General Manager, Human resource Managing Director, and Owner of numerous restaurants.

As a FVIP/CAMF/CPLC/MCA, SoEI provider, some of his clients are Ari Soo Inc., The United States Department of  Transportation, U.S. Forest Service, and Time/Warner to name a few. Please contact Chef Omega and Anger Solutions Atlanta with your questions as our aim is to provide you with solutions.

Anger Management Workplace Employees Atlanta Georgia

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