HR Solutions: Verbal bullies fuel high industry turnover

The construction industry traditionally experiences higher rates of turnover than most industries. The current record-low unemployment rate is only fueling the fire.

The primary management techniques to retain employees in the current job market consist of providing positive feedback, expressing appreciation and standing up for staff.

However, the field of construction is known to include several bosses with a supervisory style of anger, condemnation, impatience, irritability and intimidation.

A variety of reasons explain why a manager might have a problem with anger control.

Feelings of rejection, helplessness and uncertainty about what to do lead to yelling.

Anger is also a cover-up for an individual who tends to have a lower self-esteem, feels his self-worth is threatened or perceives himself as pushed into a corner. Anger at past behaviors he performed or past actions done to him results in unwarranted anger that targets hourly workers.

Anger causes laborers to clam up and not tell a construction supervisor what he needs to know, leading to bad surprises as staff try to handle problems alone.

While infuriated, a manager will say foolish things, hurt others' feelings, cause dissension and decrease initiative.

The supervisor, in turn, will notice an increase in personal depression and a sense of being a victim in every set of circumstances.

Expressing anger is appropriate under only two conditions: First, if a worker is performing a behavior that is totally unacceptable and he definitely knows better, anger then spurs a boss to take action and correct the behavior.

However, constructive criticism is the appropriate discipline method, not screaming.

Second, if an employee is unquestionably harming another person, anger becomes an expression of concern for another human being.

If neither of these two conditions prevail and you realize that anger tends to get the better of you, then take immediate control by practicing the following tips:

Just decide to control yourself. Count to 10 before speaking; count to 100 if the situation is particularly tense. Think before you decide to respond. Remember, not everything is worth a reply. Remain calm. Identify and deal with the real cause of your anger at that moment. Make a list of the associate's strengths and focus on those. Forgive and forget.

As a long-term strategy, learn to pinpoint what causes your anger and work toward resolving those issues. Obtain counseling for anger control. Attend training programs regarding conflict management, problem solving, communication, employee retention, discipline and basic management skills.

For the receiver of the construction manager's anger, do not take the outburst personally or internalize the cutting remarks made. The supervisor is simply expressing insecurity, which is his issue, not yours. Remember, the object of his wrath at the moment just happens to be you.

Instantly flood your thoughts with phrases such as "I am concerned about him. He must feel helpless and unsure about what to do. He must have had a haunting past and as a result, has a low self-esteem."

Return his predator stares with confident eye contact. Listen without judgment. Give him time to run down. Stand up to him without fighting. Communicate back with calm verbal and nonverbal responses. Let the issue be the problem. Take 100 percent responsibility for the conversation since he is out of control. If needed, suggest a later meeting.

The anger of bosses in the construction industry is one of the primary reasons for the turnover experienced in the field. Take action now to stop the loss of valuable laborers in this tight job market.

(Lynne Haggerman is president/owner of Haggerman & Associates, an employment, management training, human resources consulting, and outplacement firm.)