MSNBC.com is featuring an article on something they’re calling “Desk Rage” - the inexorable build-up of toxic stress that leads some office workers to snap and engage in abusive or violent behavior directed towards their workplace, colleagues, or bosses. This is a problem I’m pleased to see being addressed more and more these days by the media, psychologists, human resources professionals, and others. While there are few statistics to measure the cost and extent of such episodes, common sense and recent headlines suggest the phenomenon is a major drain on work productivity.

Witness the recent publication of a book by a fairly colorful title which will not be repeated verbatim in this blog - but which can be viewed in its entirety here, on Amazon.com - subtitled ‘Building a Civilized Workplace and Surviving One That Isn’t.’ I’ve had my share of toxic work environments, and know first hand what a significant sap of energy and creativity it can be. Most toxic bosses aren’t even aware of their shortcomings; appallingly, some are, and simply refuse to change, believing that it’s “just who I am” and their subordinates must either deal with it, or leave. 

When a workplace becomes that toxic - as a result of the antisocial behavior of one frustrated boss or merely complicated by such behavior - the rights guaranteed to employees become even more important. Rage leads to rule-breaking, and disciplinary actions. Workers have the right to a safe environment, and if one employee - be it colleague or boss - exhibits violent or rageful tendencies, someone needs to step in and address the situation. Oftentimes, workers are afraid of speaking up, however, for fear of recrimination and reprisals. But there are legal protections for such workers in many cases, found in whistleblower statutes, and antiviolence and antiretaliation laws.

Conversely, the worker who feels increasingly frustrated should take advantage of employee assistance programs. Laws such as the Family and Medical Leave Act and the Americans with Disabilities Act can protect such an employee who wants to seek proper medical treatment for stress-related problems but fears losing her job as a result of admitting to such a problem. No one needs to suffer workplace rage - in themselves, or in their coworkers.