Chris Brown Explodes on Good Morning America, HR sez ‘R U O.K.?’

By Taylor Korsak

When Robin Roberts, co-host of Good Morning America, brought up Chris Brown’s less than civil relationship with Rihanna, I exclaimed the meme: Oh snap!

No I didn’t. I don’t really care.

But when he subsequently smashed a window in his dressing room and shirtlessly exited the GMA building, I was reminded of my all-girl high school days.

Not that we ever smashed windows or tore off articles of clothing in fits of rage, no. But there was quite a lot of drama.

After pummeling his dressing room last week, Chris Brown appeared on BET’S “106 & Park” where he apologized, expressed disappointment in his actions, and said he was caught off guard by Ms. Robert’s reference to his violent past. He referred to a talking point sheet he’d seen prior to the interview however ABC released a statement denying a talking point sheet had been provided, according to an AP News report.

To singer Chris Brown’s credit – at least he didn’t explode on air.

But drawing from this semi-public outburst, how do HR managers address, measure, and ultimately prevent disruptive employee behavior?

Whether or not an employee is provoked, as Chris Brown was arguably provoked by comments related to a pretty horrifying ordeal, he or she ought to always maintain professionalism; verbally and in demeanor.

But where does the slope become slippery?

People often spend more time at work than at home – they associate with various personality types, endure stressful working conditions, and probably deal with high tension conflicts from time to time. Depending on their company’s culture, employees may withhold all emotional response or may feel comfortable enough to react and confront.

In some cases however, early warning signs can be monitored and preventative measures may be applied.

Some employees may exhibit indicators of a disruptive behavioral breakdown. If an HR manager suspects drug and alcohol abuse (fairly easy to confirm in most cases) he or she may take the employee aside as soon as possible, ask for the employee to take a couple of days off, and decide further action in the interim.

But instances when there are unknown psychological disorders, problems at home and with finances, those in HR may find it difficult to prepare or prevent.

HRiQ is interested in your company’s policy on disruptive employee behavior. As an HR professional, do you follow a stringent procedure or is your approach more relaxed?

Feel free to share your thoughts and experiences in the comment section below.