Employer/ Human Resources/ Risk Management Referred Anger Management:
Anger Management for the Employee.
Anger Management 818 works very closely with Managers, Human Resource (HR) Representatives, Risk Managers, and Employee Assistance Program Coordinators of Companies. When a manager or a HR representative receives a report of an employee contributing to a hostile workplace environment, they need to take the necessary steps to help the employee and the department. The safety of the company and its employees become a priority.
Oftentimes, there is an action plan for the employee to follow which includes attending an anger management program. HR departments and managers have many responsibilities to juggle, and establishing an effective course of action for an employee can easily become a challenge.
The Anger Management 818 team understands that it can be complicating for companies to determine the best course of action to help a department and the employee. Termination of employment is followed by searching, hiring and training a new person, which is time consuming and costly. Anger Management 818 understands that it is more cost effective to offer appropriate help for the employee rather than resort to termination. Anger Management 818 Counselors are specifically trained to help companies determine a plan of action for the employee. Action plans developed collaboratively are designed to assist an employee with destructive behaviors at work, which are contributing to a disruptive work environment and a loss of productivity. Working with Anger Management 818 assists companies in saving resources and time, as well as valuable employees.
The Employer / Human Resources / Risk Management Referred Anger Management Program is designed to focus on the skills needed to help reduce interpersonal conflict, help improve communication, increase emotional intelligence and enhance stress management skills. It is common that an employee be initially resistant to attending and participating in the anger management program. However, Anger Management 818 consistently finds that, following the completion of the program, the employee experiences positive changes which benefit their relationships at work, as well as their personal relationships outside of work.
The best course of treatment for the employee is to attend anger management classes and take executive coaching sessions. The purpose of the classes is to help practice newly learned skills for improving empathy and emotional intelligence. Practicing skills for empathy is best practiced with other people, considering the purpose is to better understand others, and try to experience how they are feeling. On the other hand, the executive coaching sessions will tailor the program to the specific needs of the employee, thus customizing the material for them particularly. The two programs combined work very well.
The Anger Management for Employees Program will meet the needs of the person who:
- Wants to reduce interpersonal conflict in their workplace environment;
- Desires to improve communication and anger management skills;
- Has been referred by the Human Resources Department, their Supervisor, EAP, or Risk Manager.
Anita Avedian is the Employee and Physician Assistance Program Coordinator (EAP) for Kaiser Permanente. She has done EAP work for numerous companies for the past 15 years. Having worked with employees, human resources, managers and union representatives, she grasps the complexities and challenges one faces working in an overwhelming business setting. Anita works with departments, coaching the management, and working with the department staff. She understands the importance of helping employees improve their interpersonal skills and creating a more respectful work environment.