YOUR RANT: My employees all come to work with a lousy attitude today.

911 REPAIR: Given the unemployment rate today, it's no wonder that people have a bad attitude. Lost savings, pay and benefit cuts and the ever-present layoff guillotine blade are hanging over all of our heads. Which reminds me of a time I was lost in New Jersey. I pulled off the road into a three-lane shoulder, so I was far out of traffic. A guy slowed down, opened his window and screamed obscenities at me. Even for Jersey this was more bile than I was used to.

Unfortunately, like that guy, many of us are walking around angry right now. With few avenues to vent (yes, that pun was intended) we bottle it up until we explode. That's why I've included three Do's and one Don't below for dealing with anger at work. For more, check out "Business: The Ultimate Resource" (Perseus, 2002).

-- DO acknowledge anger exists. There is even a new phrase for anger at work: desk rage. If not properly handled, it can be every bit as dangerous as road rage. That's why it's important to start by understanding how most people have been affected by downsizing, excessive pressure to produce for not only themselves but for their departed colleagues and generalized fear for the future. You might not be able to heal all of these wounds, but at least you can avoid pouring salt on them. Accept that people will often need to blow off steam, and don't take it personally.

-- DO become more anger-aware. Anger often gives off early warning signals that can be discovered in background checks, provocative statements at work and on-the-job meltdowns. Resist the temptation to just accept it as "That's just Sandy being Sandy." Acknowledging anger doesn't mean that you condone it. You need to take note when this happens and look for additional signals of a problem. I'm not talking progressive discipline, just paying attention when an employee sends out a signal that they're approaching the breaking point.

-- DO practice prevention. Many organizations have tools for addressing situations before they become a crisis. Employee Assistance Programs (EAP), hotlines, even systems that can text employees if a crisis erupts. Many programs get introduced only after the bodies pile up, more organizations need to create prevention programs in advance of a crisis.

-- DON'T overlook the source. Sure, there are people who have mental-health challenges and are simply ticking time bombs. But there are many more who blow up at the final loss of dignity and control. This is one area where you actions can play a huge role not only in preventing violence, but also in creating a saner workplace. Give dignity and control to your people wherever you can and even in some places where you think you can't.

OK, there is at least one guy in Jersey who just might be beyond reasonable intervention, but for most of us, problematic behavior can be identified and minimized.

WORKPLACE911 EXECUTIVE POINTS

Dealing With Angry Employees at Work:

-- DO acknowledge anger exists.

-- DO become more anger-aware

-- DO practice prevention. Continued...