Managing Workplace Disruptions: How Outbursts Hold Others Hostage and How to Respond
- Nephele Delis
- Feb 24
- 7 min read
In any professional setting, individuals bring a variety of personalities, experiences, and emotions to the table. While diverse perspectives can enrich a workplace, uncontrolled emotional outbursts and disruptive behavior can create a toxic environment. Not managing Workplace Disruptions and the behaviors it exhibits holds colleagues and employers hostage, forcing them to navigate unpredictability, anxiety, and potential conflicts.
As a professional mediator, I have witnessed how workplace disputes escalate when one individual’s emotional reactions dominate an interaction. The inability to regulate emotions can lead to: decreased productivity, a toxic workplace, fractured team relationships, lost profits and even legal or ethical concerns. However, there are effective strategies for handling these situations in real time while maintaining professionalism and ethical workplace standards.
How Disruptive Behavior Holds Others Hostage
Emotional outbursts (whether they stem from frustration, stress, or personal issues) impact more than just the individual experiencing them. They create an environment of tension where others feel compelled to cater to the disruptive person’s emotions rather than focus on their own responsibilities. How do these behaviors negatively affect the workplace?
Creating a Culture of Fear and Anxiety
Employees may feel unsafe expressing opinions or making decisions, fearing an aggressive or emotional response. Over time, this fear can extend beyond the immediate situation, causing individuals to avoid future interactions with the disruptive person altogether. In extreme cases, employees may even seek transfers or resignations to escape a toxic work environment.
Reduces Productivity
Time that should be spent on work-related tasks is instead used to de-escalate or avoid conflicts. When employees feel they are constantly walking on eggshells, their focus and efficiency suffer.
Encourages Unethical Behavior
When an organization tolerates disruptive outbursts, it may inadvertently signal that inappropriate behavior is acceptable, leading to broader ethical concerns. A lack of accountability can erode workplace culture and set a precedent for further misconduct.
Damages Professional Relationships and Business Reputation
Colleagues may begin to resent the individual causing the disruption, leading to isolation and communication breakdowns. Additionally, if fear is involved, some employees may go out of their way to avoid working with or even speaking to the disruptive individual, significantly impacting collaboration and team cohesion.
More importantly, clients or customers who witness these public outbursts may question the professionalism and stability of the business. A single unprofessional incident can damage client trust, leading to lost contracts, poor reviews, and a negative reputation that can stifle business growth.
Group Hostage Examples
Travis Kalanick’s Explosive Boardroom Outburst at Uber
In 2017, during a high-stakes board meeting at Uber, then-CEO Travis Kalanick displayed behavior that was both dramatic and hostile, a turning point that encapsulated the turbulent culture within the company. Super Pumped, The Battle for Uber by Mike Isaac, offers a stark illustration of how unchecked emotion in a leadership role can wreak havoc.
During the meeting, several board members raised serious concerns about Uber’s aggressive market tactics and the increasingly toxic internal culture. Instead of engaging in a measured dialogue, Kalanick reacted with explosive hostility. Witnesses describe how he launched into a tirade, lacing his remarks with profanity and personal insults. His language was so biting and demeaning that it left the boardroom in stunned silence. Board members later reported that his explosive behavior made them feel as if they were held hostage in the room, forced to witness his tirade without any safe space to express their own concerns. The palpable fear and uncertainty that ensued created an atmosphere where everyone felt trapped, unable to speak freely or challenge the status quo.
Was the fallout from this dramatic outburst immediate and far-reaching? Yes!
Internal Disarray: Senior executives departed the meeting visibly shaken, and subsequent internal surveys revealed a significant drop in morale. Employees reported feeling emotionally hostage, compelled to tolerate the outburst and its lingering effects on company culture.
Talent Drain: The public humiliation experienced by board members and executives contributed to a talent exodus in the following months, as key leaders and skilled employees began to leave the organization.
Investor Alarm: The incident, widely reported in the media, severely undermined investor confidence. In the wake of the outburst, Uber’s stock experienced volatility as doubts about the company’s leadership and governance grew.
Damage to Client Relations: Clients and potential partners who had either been present at the meeting or learned of the incident through media channels began to question
Uber’s stability and professionalism. The hostile display not only undermined internal confidence but also tarnished the company’s public reputation, jeopardizing future business opportunities.
This dramatic and hostile incident at Uber stands as a powerful cautionary tale for every business. It illustrates how one leader’s inability to manage stress and criticism, can create a ripple effect eroding trust; draining talent; and damage relationships with both investors and clients.
A Sales Presentation Ruined by a Colleague’s Outburst & Anger
In a more personal, yet equally damaging, example, a business development manager at a high-end marketing firm was preparing to deliver a critical presentation to a room filled with potential clients. This was a make-or-break moment for the company, as securing these contracts would mean significant revenue growth and industry recognition.
Just as the manager began speaking, a long-time employee known for emotional outbursts entered the boardroom late for the meeting. Everyone seated immediately sensed that 'something is not right' and waited for the posssible eruption. The manager attempted to continue the presentation, despite the interruption from the visibly angry emplyee. After a few minutes had passed, the employee interrupted the presentation in front of everyone, instead of waiting to address their concerns privately, loudly complaining that they had not been included in the project planning and that their contributions were being ignored.
Did this disruption have several damaging effects? Yes!
The Moment Was Stolen: Rather than the focus being on the company’s innovative solutions, the entire room’s attention shifted to diffusing the employee’s emotional outburst.
Embarrassment and Distraction: The presenter was visibly embarrassed and flustered. Despite months of preparation, the energy in the room shifted from excitement to discomfort.
Damaged Client Perception: Existing clients became uneasy, and potential clients left unconvinced. Whispers and side conversations about the incident undermined confidence in the firm’s internal stability.
Leadership Distraction: Senior management was forced to address the situation, diverting their attention from the presentation and the critical dialogue with potential clients.
Ultimately, the company lost a major client who later cited concerns about internal leadership and stability, as their reason for choosing a competitor. This example illustrates the power a single individual has to derail progress, create embarrassment, and negatively impact business growth.
How to Respond to Disruptive Outbursts in the Workplace
Handling emotional outbursts and disruptive behavior requires a strategic, calm, and structured approach. Here are several techniques to implement when faced with a difficult situation:
1. Maintain Composure and Set Boundaries
When faced with an emotional outburst, it is essential to remain calm and composed. Reacting emotionally will only escalate the situation. Instead, firmly but professionally set boundaries:
“I understand that you are frustrated. However, this conversation needs to remain respectful and solution-focused.”
This response acknowledges the person’s emotions while reinforcing workplace standards.
2. Redirect the Conversation
If someone is acting out in a meeting or discussion, redirect their focus toward a solution:
“Let us focus on finding a productive resolution. How can we address this issue constructively?”
By shifting the dialogue from emotional reaction to problem-solving, you encourage professionalism and discourage further disruptions.
3. Take a Break if Necessary and Walk away
If emotions are running too high for a productive conversation, suggest a short break. This allows everyone to regain composure and prevents further escalation.
“I think we should take a few minutes to step back and revisit this with a clear mindset.”
This is particularly useful in high-stakes meetings where emotions can easily override rational thinking.
4. Address the Behavior Privately
If a particular individual repeatedly exhibits disruptive behavior, it is important to address the issue privately. Public confrontation can lead to defensiveness and further conflict. Additionally, public outbursts can create embarrassment for the other party involved, making it more difficult to resolve the issue professionally.
Beyond the immediate discomfort, public disputes can fuel workplace gossip and speculation. When colleagues witness an emotional or aggressive exchange, it often becomes a topic of discussion, potentially damaging the reputations of everyone involved. Even more concerning is the impact on clients or customers who may witness these incidents. A client observing workplace conflict may perceive the business as unstable or lacking professionalism. This can result in lost opportunities, damaged business relationships, and negative word-of-mouth that hinders long-term growth.
Instead, schedule a private discussion and calmly address the impact of the behavior:
“I want to discuss how we can improve communication and ensure that everyone feels heard and respected in the workplace.”
This approach promotes accountability while allowing both parties to address concerns without unnecessary scrutiny.
5. Implement Workplace Mediation Before Issues Become Persistent
Professional dispute mediation should take place before disruptive behavior becomes a long-term problem. Mediation provides a structured, neutral environment where concerns can be addressed before they escalate into a full-blown conflict. A proactive workplace mediation approach can:
Identify the root cause of the conflict early.
Establish clear expectations for professional conduct.
Foster a culture of mutual respect and understanding.
By addressing behavioral concerns before they become ingrained patterns, mediation helps preserve workplace harmony, productivity, and professional ethics. Additionally, businesses that proactively seek mediation demonstrate professionalism and a commitment to maintaining a respectful workplace—qualities that build trust with clients and stakeholders.
6. Establish Clear Workplace Policies
Organizations should have clear policies regarding professional conduct, emotional intelligence, and dispute resolution. These policies should outline:
Expectations for workplace behavior.
Procedures for addressing conflicts.
Consequences for repeated disruptive actions.
When employees understand the guidelines, they are more likely to self-regulate and adhere to ethical standards.
The Moral of the Story
Unchecked disruptive behavior not only holds employees hostage but can steal critical moments from a business causing embarrassment, eroding trust, and damaging relationships with both internal teams and external clients. The real-world examples of Travis Kalanick’s hostile outburst at Uber and a ruined sales presentation underscore the vital importance of maintaining professional conduct in every interaction. The Uber incident, in particular, left board members and employees feeling trapped and hostage to an unpredictable, hostile environment, an experience that compromised internal morale and external business relationships alike.
As a professional mediator, I help businesses resolve workplace disputes before they escalate into full-blown crises. If your organization is experiencing behavioral conflicts, professional mediation can provide the tools needed to restore harmony, rebuild trust, and secure your company's reputation.
For more information on workplace mediation services, please contact me to discuss how we can create a more respectful and efficient work environment.