I’ve been fielding a lot of questions lately about some of the work I do with JAMS Pathways, a conflict resolution resource for workplaces, and the types of inquiries I’m receiving offer some insight into what’s happening in society. Of course, given my background, people are asking about how to prevent and resolve conflict.
It’s no surprise that many industries and organizations are asking about how to make sure political conversations don’t disrupt the workplace, as the election is just weeks away. And educational institutions are asking about stressors in their field, as school is back in session.
But what is a bit of a surprise is the number of inquiries asking if workplaces are becoming grumpier.
Yes, indeed they are.
Let’s take a look at some possible explanations and then turn to some advice on how to turn those frowns upside down.
What’s Making People Grumpy At Work?
–Remote/hybrid work prevents colleagues from having casual conversation over coffee or on breaks, and that creates a sense of isolation and reduces the feeling of belonging.
-Social media creates curated feeds of (mostly bad) news and makes us feel more threatened and polarized.
-Political speech and events have reached a new peak of vitriol and created an environment rife with “us vs. them” partisan perceptions.
-Lowered social barriers and relaxed boundaries mean there’s pretty much nothing that isn’t said or seen these days, and the general relaxation of social norms has likely contributed to a reduction in the expectation for civil behavior.
–Economic stress doesn’t help. Spikes in the cost of basics such as food cause concern for many, and high mortgage rates are keeping people from buying and selling homes.
–Artificial intelligence technology is a bit daunting for many people, and while the tech sector likes to say that it will create more jobs than it will replace, my guess is that professional drivers aren’t super excited about the prospect of self-driving taxis and trucks.
There are a lot of other reasons for grumpiness that I haven’t thought of. But are people grumpier? The answer is yes.
What Can We Do?
In this short section, I’ll offer a suggestion or two to address each of the causes listed above. Some are for managers, and some apply to everyone.
–Remote work: Managers can create informal online events to foster connection between colleagues who may have never been in the same room. Set up Zoom meetings and put people in small groups in breakout rooms with a person who’s been trained to facilitate dialogue. Find a way to reduce everyone’s workload so that this social event doesn’t make everyone’s workday longer or more stressful.
–Social media and political discussions: Managers can create clear boundaries around political speech at work. You can’t shout “Fire!” in a crowded theater, and you can’t inject electoral politics into a workplace that isn’t a campaign HQ or a political think tank. To counteract the polarization inherent in these realms, find ways to highlight the team dynamic. Make the “us” part of the “us vs. them” duality more salient than the “them” part. Celebrate what brought you together in the same field.
–Lowered social barriers are a double-edged sword. Some people may feel more empowered than ever to be their authentic selves. And we have to remain respectful. Workshops in civility are becoming popular (it’s a request I’m starting to see more and more). If you are a manager, you can organize one. If you are an employee, suggest to your manager that your workplace could benefit from one.
–Economic stress is difficult problem to solve, but it can be done. Remind people, and yourself, that every economic cycle is just that: a cycle. About 40 years ago, interest rates were in the teens. Three years ago, mortgage rates dropped below 3%. I don’t have a crystal ball, but if history is any indication, economic indicators are dynamic and when a particular indicator is particularly high or low, the likelihood is high that it will regress to the mean.
–AI needs to be demystified. Everyone tends to fear what they don’t understand, and AI is hard to understand. If you are in an industry that will or is undergoing change as a result of new technology, you can reduce your fear by increasing your knowledge. As is the case with civility, workshops can do wonders.
When The Horse Has Left The Barn
Perhaps you are working in a situation in which the grumpy mood has spread from an individual or two to the workplace at large.
This is clearly a time to call in professionals. Just as the top pros in your field have spent decades honing their craft, conflict resolution professionals have steeped themselves in the art of diagnosing root causes of workplace conflict and crafting custom interventions to set things straight. Fixing complex problems requires skill in diagnostics and design, and a pro will have perspectives unique to their experience. It’s not a sign of weakness to call in a pro; it’s a sign of wisdom. And while it’s an expense, it’s generally one that’s worth the price. No one likes to pay to fix a leaky roof, but a well-timed intervention can prevent the need to replace the whole roof and the rooms and furniture that were ruined when the roof collapsed and the house flooded.
A Final Tip Or Two (Actually Three)
Listen more than you talk. Replace judgment with curiosity. If you are a leader, model the optimism you hope to inculcate.
A grumpy workplace and grumpy workers may not be much fun, but they present opportunities for growth. Grumpiness is a signal of something wrong, and the right intervention can help your organization turn the corner on conflict.
Richard Birke is the chief architect of JAMS Pathways and is experienced at resolving complex, multiparty disputes. With over 35 years of hands-on dispute resolution, he draws on experience in a wide range of disciplines, including mediation, psychology, economics, law, communications, negotiation theory, strategic behavior, and diversity, equity and inclusion, to apply the right tools to every client situation.
Disclaimer: The content is intended for general informational purposes only and should not be construed as legal advice. If you require legal or professional advice, please contact an attorney.