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Pet Training Duluth MN

It happens; clients get angry from time to time. Every position in the practice has had to deal with an angry client at some point. Clients get mad for a variety of reasons, but we can keep in mind some basic concepts no matter the reason. First, the angry client wants to be heard.

Monica Lynne Miles
(218) 249-7000
220 N 6th Ave E
Duluth, MN
Specialty
Psychiatry

Data Provided by:
Michael Joseph Sharland
(218) 786-3925
Essentia Health, Department of Neurology
Duluth, MN
Education Info
Doctoral Program: St. Louis University
Credentialed Since: 2010-09-22

Data Provided by:
Michael Messer
(218) 786-1186
400 E 3rd St
Duluth, MN
Specialty
Psychiatry

Data Provided by:
Tracy A Tomac
(218) 249-7000
220 N 6th Ave E
Duluth, MN
Specialty
Psychiatry

Data Provided by:
Duluth Clinic
(218) 786-3800
400 E 3rd St
Duluth, MN
Industry
Mental Health Professional, Osteopath (DO)

Data Provided by:
Clyde Richard Olson
(218) 786-8364
400 E 3rd St
Duluth, MN
Specialty
Psychiatry

Data Provided by:
Timothy John Egan
(218) 786-8364
400 E 3rd St
Duluth, MN
Specialty
Psychiatry

Data Provided by:
Steven Sutherland
(218) 728-4491
1401 E 1st St
Duluth, MN
Specialty
Psychiatry

Data Provided by:
Peder Herbert Svingen
(218) 786-8364
400 E 3rd St
Duluth, MN
Specialty
Psychiatry

Data Provided by:
Frances Marie Chammings
(218) 786-5335
530 East Second Street
Duluth, MN
Services
Clinical Neuropsychological Intervention, Stress Management or Pain Management
Ages Served
Children (3-12 yrs.)
Adolescents (13-17 yrs.)
Adults (18-64 yrs.)
Education Info
Doctoral Program: Argosy University - Twin Cities
Credentialed Since: 2007-10-29

Data Provided by:
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Dealing With Client Anger

It happens; clients get angry from time to time. Every position in the practice has had to deal with an angry client at some point. Clients get mad for a variety of reasons, but we can keep in mind some basic concepts no matter the reason.

First, the angry client wants to be heard. Clients who are angry want the time and space to speak their mind. They need someone to give them that opportunity, or their anger will only increase. However, you do not necessarily want them to be heard by everyone in the lobby, so the first plan of action is to isolate the incident. This is typically done by escorting the client into an empty examination room or another place such as a comfort room or office. If there is no empty private space, then at least take the client to the quietest corner in an empty hallway or to the most remote end of the front counter, where you can give the client undivided attention and minimize the range.

Then let them tell their side of the story. Come prepared both mentally and physically. Your attitude needs to be one of calm control and understanding. Do not approach the client all smiles and bubbly small talk or the client may think you aren’t prepared to take them seriously. Begin by introducing yourself and explaining your job in the practice. Maintain an upright and confident body language and give appropriate eye contact. Bring along paper and pen to take notes. This allows you to make note of the facts, and just as important, it gives you the opportunity to break your eye contact and disengage every so often from their assertive or angry body language. There is a concept called “emotional contagion” and you can unknowingly absorb the negative energy. Instead, you want them to lean more toward the stance you are taking and absorb your positive energy. This is only accomplished by maintaining confidence and a respectful attitude.

Once they’ve had the opportunity to vent, finish your notes while confirming you did hear the facts correctly. Paraphrase what they said, beginning with the phrase, “What I heard you say is … Is this correct?” This demonstrates that you were actively listening and you heard what they had to say. The notes also provide data for following up on the complaint. Your job at this point is to make sure you clearly understand the facts, and most importantly, ensure that the client feels heard.

When they are finished explaining their side of the story, it is NOT time for you to state yours because they simply don’t care at this point about your side. It’s best to tell them how and when the complaint will be addressed. Are you the practice manager and intend to investigate some of their comments and call back tomorrow? Are you a veterinarian who needs to talk with staff members to get more information, which may take a few days because of the different work shifts? Or are you in a position such as technician or receptionist where you’ll need to pass along the complaint to another person who will call ...

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