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Is it ever right to yell?

By kphayes710 ·
Recently I was in charge of a network installation project. I had a small team working for me and one of the members started distracting and "fooling" around not doing the work I had assigned to them. I raised my voice when I asked her to stop messing around and get back to work and some of the other members of the team pulled me aside afterwards. They told me I should appologize to the other member and that I had no right to "Yell" at her. I didn't see myself as yelling just being stern with her to get her to start working, so I didn't appologize. Am I wrong to have rose my voice with her and should I appologize for it? Is there ever an acceptable time to yell at an employee?

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What law is who citing ?

by and? In reply to What law are you citing?

The law I would specifically cite is South African Labour Law - aka Labour Relations Act. I would be very surprised that a supposed 3rd world country such as South Africa would be ahead of the US (1st world) when it comes to Labour Law ? (PS we spell "Labour" with a "u" in South Africa).
In South Africa employees have rights - and can open a case for Conciliation, Mediation or Arbitration (http://www.ccma.org.za) and even take it as high as the Labour Court should they feel that they were party to an unfair dismissal aka they were fired for an arbitary reason. In South Africa - there are many procedures that need to be followed before someone can simply be fired. Procedural and Substantive reasons are taken into account when employees cite unfair dismissal. And this applies to any employee whether temporary, contract or permanent. There are immediate dismissable offences of course - but even these still have to follow correct procedures before someone can merely be fired, such as a disciplinary hearing etc.
If there is no such laws in the USA that protects employees - then I suggest you write your congressman !

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Hostile Work Environment

by mgritz In reply to What law are you citing?

Well is still a bit fuzzy, but here in Nevada each year I have Mandatory training regarding Sexual Harrassment. I'm told that sexual harrassment is the same as creating a hostile work envornment. I'm not en expert in this subject, but if one is treated differently than others to create a hostile work environment, the organization is at legal risk.

I'm not sure of the specifics though...

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Safety?

by tjahn In reply to No

Would you also not "yell" if your subordinate were about to contact a power line? The conditions are different but the principle is the same.

Respect is earned by multiple and sometimes continual actions not by "one off" events. There is a difference in leadership and management.

A stronger voice tone or stern demeaner is not "yelling" but would probably be described as such by many subordinates.

Bottom line is that abuse of subordinates is never appropriate or acceptable. Voice amplitude is not the same as abusive dialog.

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Of course..

by maecuff In reply to Safety?

I would yell if someone was in danger and I needed to quickly alert them. I don't think that is what we are talking about here.

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Yelling is the only soutions ... at times

by pmshah In reply to Safety?

One commands respect by one's action, behaviour & knowledge. One can't automaticlly demand respect. One has to earn it.

Normally I make the ground rules very clear. I even specify certain acts which are not to be committed under any circumstance. If one is stupid enough to go agianst such specific instruction that person can only understand the language of yelling at high decibel level.

Ultimately what you are doing is vent your frustration at someone who has explicitly misbehaved. I think it would be justified and appropriate in this instance.

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I could not disagree more..

by maecuff In reply to Yelling is the only souti ...

Venting frustration by yelling at another adult is demeaning and childish. Aren't there more 'grown up' ways to get your point across? And if an employee is truly 'stupid', wouldn't releasing them from their job be appropriate?

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If for no other reason..

by timkar In reply to No

..you should never yell because it disrupts people who are actually working. This is particularly true in a development environment. Frankly, I find yelling or even raising your voice in the office to be keenly selfish.

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Right ON

by fredbrillo In reply to No

Agree 110%....When you yell, you demean yourself....you bring yourself down to a lower level and loose respect.

The best manager I ever had used to intentionally speak very softly...forcing everyone to listing intently just to hear what he had to say. In the more than 10 years I worked for him he never once raised his voice.

I recall one time when discussing the need for a new service truck to replace the one my team was using...I was describing the defects in the truck that we had....he quietly replied...."beats walking"...I knew right then...there was going to be no new truck.

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Remember the One Minute Manager...

by mgritz In reply to No

1) Do not yell at any employee. As a manager you are teaching your staff how to be unprofessional. If I was your boss, I would yell at you in front of your staff (how would you feel), then I would coach you, let you know if it happens again I will document it and start the disiplenary process.

2) I then would let you know that this is how you are expected to act as a professional and what you sould do in the future if another needs to be focused.

3) Humiliating anyone in the presence of their peers only creates more of the same.

4) One way I think of it, How would you lie another treat your child.

5) If your staff brought it to your attention, you can know they have brought it to anothers, like your boss.

6) A trait of a poor manager is one that can not admit that they made a mistake. Appologizing will hep the employee become better if they know you care.

7) Ask yourself, two wrongs do not make a right. Are you more concerned about your pride, or building teamwork? Read "The 5 disfunctions of a team".

You will get more respect and productivity if you put more concideration in to what your staff thinks, unless you are a dictator in which your staff should leave so you can outsource to India.

For what it's worth...

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well...

by Chief Alchemist In reply to No

you have obviously not been in the armed forces. no one will ever accuse them of noting being focused, getting a job done, etc. another good example would be professional sports. you're right, in theory, a manager shouldn't have to "yell". but if people are going to behave like children and not respect the company/client (who is paying them) then they are begging to be treated like children. respect the job/client/company and there would be no need for "yelling" etc

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