The Best Fighter is Never Angry

Our careers and the people we work with are a great source of happiness. We celebrate many positive experiences and cherish goal achievements and a sense of purpose. Work, however, can also be a source of stress, insecurity, and overwhelming activities. Because we spend a significant portion of our lives at the workplace, chances are that, sooner or later, we are likely to find ourselves in a situation at work where our patience is tested.

Do you know how you will react to this or how you would address anger issues? You might have an outburst at the workplace with a colleague and the outcome was severely bad. However, in the words of Lao Tzu, “the best fighter is never angry”.

Earlier this year, mHub published its annual report about the state of mental health at the workplace in Rwanda. According to the survey, 8.9% of the respondents were extremely stressed every day and 43.5% were stressed at least once a day. Anger is a normal and a powerful human emotion and frequently related to stress.

The long-term physical effects of uncontrolled anger include increased anxiety, high blood pressure, and headache. Anger, when properly expressed, can be a positive and useful emotion. Long-term anger management strategies include regular exercise, relaxation technique learning, and counseling.

So, what is it that is causing everyone to be so anxious and irritated? Essentially, workplace stress and fury are the result of an unsolved issue that causes anxiety, worry, fear of failure, humiliation, or incompetence. Some common examples include the following:

  • The instruction to do something that contradicts personal beliefs or has been found to be wrong
  • An overly critical supervisor or a supervisor who is micromanaging
  • Feeling more qualified than supervisors or colleagues who do the same job for greater pay
  • The specific or promised salary increase, promotion, or major project
  • Conflicts between colleagues and superiors

In many cases, anger at the workplace is not triggered solely by work-related catalysts. An employee showing anger may be dealing with a series of personal events that challenge his or her ability to deal with common stressors at work. Divorce, financial stress, serious illness, and other personal problems can easily make a person feel overwhelmed and irritated.

Tips for anger management
You must endeavor to find strategies to positively channel your frustrations in order to successfully control your emotions in challenging situations. One useful approach is the anger-management method of “turning lemons into lemonade”:

  • The first step is to identify the anger catalysts. Focus on the triggers and ask yourself about the root causes and why you are getting angry as a result.
  • Concentrate on calming yourself down. This is crucial. You don’t want to say or do something out of anger that you will regret later. Take a deep breath, relax, stretch, count to 100, and take a walk or a run.
  • Use imagery that reminds you of a happy moment either from your mind or a visual devise.
  • Slowly repeat a calming word or phrase such as “relax” or “take it easy”. Repeat it to yourself while breathing deeply.
  • Avoid escalating the conflict. Try to be the bigger person. Resist the urge to participate in a confrontation or dispute that will only serve to exacerbate the situation. The greatest option is sometimes to simply walk away.
  • Consider other points of view and the damages anger can cause you.
  • Talk to a mental health specialist who is willing to listen and serve as a sounding board. Simply expressing your feelings can already help to resolve some of your anger. Talking through your anger issues is a healthier method to release anger.

How to talk to someone with anger issues
It is always important to know who a person with anger issues can talk to at the workplace in order to avoid damage. Angry people tend to curse, swear, or speak in high tones. This can be a distraction to the people around you and usually calls their attention. Use the following techniques when you are talking with an angry colleague or supervisor:

  • Stay calm and relaxed.
  • Use a calm voice.
  • Be direct and specific about what’s bothering you.
  • Ask, do not demand.
  • Firmly make your point, then give it a rest.

Your attitude must always stay in control
You are responsible to control and regulate your own emotions. As Maya Angelou said, “if you don’t like something, change it. If you can’t change it, change your attitude”. There are plenty of things in life that we can’t control. We are frequently confronted with situations and circumstances beyond our control, but we always have power over our attitude and how we respond. Yes, anger is a normal emotion; however, it can lead to damages that are hard or impossible to reverse.
Before it controls you, learn to control anger. It’s best to find out what it is that triggers your anger, and then to develop strategies to keep those triggers from tipping you over the edge. Anger is common in humans and, through effective communication, it can be hindered and controlled.
At the workplace, anger can disrupt the teamwork spirit and can cause insecurities to inferior workers in case the superiors are demonstrating anger issues. Inappropriate displays of anger, as well as storing anger, can be harmful to your career and organization, as well as cause major health issues such as anxiety, depression, and heart difficulties.

For further information about anger management, please contact mHub Rwanda at or call 0785-318416.

Author: Adeline Imanirakiza, mHub Rwanda, 2021-11-24

In the Eyes of Depression

Depression and other mental illnesses change the way you think about yourself and the way you see the world around you. Mental illness gives you irrational or false thoughts, and even though you might know this, that doesn’t stop them from coming.
– Natasha Tracy

We’re living in a world where depression is a common thing, and it ends up taking away our positivity. It tends to bring about the negative aspects of life and amplify sad emotions. It makes everyday things paralyzing and oppressive, and it smothers the sufferer’s emotional state. One thing to highlight is that depression doesn’t select individuals. Anyone can have it, either at work, at home, or at school… The focus of this blog is on depression at the workplace – how to recognize it and what to do when your employees show signs of depression.

While statistics in Africa are difficult to come by, let’s take a look at the situation in the US. According to the Bureau of Labor statistics, a staggering 8 in 10 full-time employees experience symptoms of depression while on the job. We can imagine that the situation isn’t all that different in Africa.

What are the symptoms of depression?
Certain symptoms that easily recognizable on a depressed person. They include struggling with time management, missing deadlines, eating disorders, withdrawing from their friends or colleagues, and so forth. But let’s dive a little deeper.

Depression is not always visible to people, and many face it silently. One wouldn’t necessarily even notice that an employee suffers from depression. In fact, depressed people may be very invested in their work by being glued to their phones or computers. Work becomes a coping mechanism people use to make their minds ignore or avoid painful issues that may be contributing to their depression.

People may find many possible ways to keep themselves busy while experiencing uncomfortable situations that they don’t want to face inside of them.

Additionally, people can start suffering from back pain or headaches. Also, some employees may either lose or gain a lot of weight. That’s because depression can lead to unhealthy eating habits, such as eating much or eating very little because of loss of appetite.

It is common for depressed employees to struggle finding motivation. Making decisions, even about small matters, becomes very challenging. Another tell-tale sign is impatience and irritability. Some people will even cry more easily than usual.

At the workplace, depression can result in colleagues withdrawing from the team and isolating themselves. Why? Well, people who are depressed often feel very unsure about their abilities. They lack confidence. Also, they procrastinate which has a negative impact on productivity.

Additionally, depressed employees can experience inappropriate reactions to situations, which can lead to strained relationships between individuals and/or in teams. Another issue that has an effect in the workplace is that depressed people’s appearances often change, and this is not always all that professional or good for customer/client relations.

Now, as an employer, what can you do to help your depressed employees?
First of all, as a manager, you should talk to your employees! They may actually tell you what is contributing to their feelings of depression. Perhaps you will hear that their workload feels too overwhelming or complicated. In this instance, you could try to break up large projects into smaller tasks, and in this way help employees to reach their goals and realize successes more frequently. Similarly, you could offer fewer and shorter-term deadlines instead of one comprehensive and long-term deadline. This can reduce negative emotions by reducing the input of stressors on the side of employees.

Secondly, when your employees meet their given deadlines, you should celebrate their successes together with them. Reward and recognition are important for every person’s wellbeing.

Thirdly, you should know your employees’ individual strengths, so that you can play to them. This allows you to design and distribute work tasks they’ll be more likely to view as important and complete more quickly. Importantly, they will experience a sense of validation.

Last but not the least, as a manager, remember that you are a leader in your organization. If you interact with a depressed person while you feel angry, frustrated, or diminished in your role, then you will not find yourself in a good position to support any employee. Take care of your own mental wellbeing first, so that you can be a role model to others.

When you appropriately help your employees, you are also helping your team, and your organization as a whole. In this way you can contribute to the overall culture of wellbeing at your workplace and become a mental wellbeing ambassador. On top of this, you can start thinking of promoting the use of an employee wellbeing program as this will remind the employees of the availability for staying mentally and physically healthy and productive.

For further information about depression at the workplace, please contact mHub Rwanda at or call 0785-318416.

Author: Ange Uwimana, mHub Rwanda, 2021-08-16

How Presenteeism is Killing the Productivity at Your Workplace

Do you know this problem? You’ve been staring at your computer screen for minutes or even hours, but you’re unable to focus and complete your task. And that’s not because the work is too complicated, but because you’re preoccupied. A physical or mental condition is preventing you from focusing adequately.

Researchers call this phenomenon “presenteeism” – the problem of workers’ being on the job but, because of illness or other medical conditions, not fully functioning. The result is lost productivity. What’s more, contrary to the other big productivity-reducing factor, absenteeism, presenteeism isn’t always apparent. It’s obvious when someone doesn’t show up for work. But it’s much less obvious when an illness or medical condition is hindering someone’s performance.

What’s important to note in this context is that employees contributing to presenteeism are, by definition, trying to give their best efforts but are physically or mentally unable to do so.

Many of us have experienced an increase in presenteeism during the current Covid-19 pandemic. And here, it has mainly psychological reasons. As a consequence of the pandemic, individuals and communities who have previously never given a second thought to their mental wellbeing are suddenly confronted with considerable degrees of stress, uncertainty, fear, worry, and concern. The changes that people face are major known psychological risk factors for anxiety, depression, and self-harm. And they can be a strong cause of presenteeism!

The phenomenon of presenteeism has been studied by researchers for quite some time now. A common consensus has emerged that presenteeism is typically of greater consequence to the employer than absenteeism. Take depression research as an example. Greenberg et al (2015), for example, have found that employees with major depressive disorders only work at 70% of their peak performance and lose about 32 incremental workdays to presenteeism.

Likewise, Harvard Medical School (2010) has taken a look at the costs that employers incur due to absenteeism and presenteeism. They found that these indirect costs far exceed companies’ spending on direct costs such as health insurance contribution or pharmacy expenses. Workers with depression, for example, reported the equivalent of 27 lost work days per year. 9 of those were lost because of sick days or other time taken out of work. A staggering 18 days, however, reflected presenteeism.

These numbers show that employers have a strong incentive to invest in the mental health and wellbeing of workers – not only for the sake of the employees but to improve their own bottom line. Presenteeism has a serious impact on productivity at your workplace!