After a recent promotion, an employee becomes irritable and frequently loses his temper. What is the most advisable first action for the supervisor to take?

• A. Have the employee take a supervisor training course
• B. Warn the employee that he may be demoted to his former position
• C. Try to determine the reason for the employee's irritability
• D. Suggest that the employee get counseling or similar help

Answer: (C)

When a newly promoted employee shows irritability, the first step is to have a candid conversation to understand what’s driving the change in behavior. Listen to what he’s experiencing about the new role: unclear responsibilities, higher workload, new expectations, conflicts with others, gaps in training, or personal factors that are spilling into work. Getting those facts helps you tailor a constructive response rather than jumping to punishment or quick fixes.

This diagnosis guides the next actions: clarify duties and expectations, adjust workload if it’s overload, provide needed training or coaching, or point to support resources if personal issues are at play. Handling it this way shows you’re addressing a workplace issue rather than penalizing the person, and it prevents unnecessary escalation.

Jumping straight to a warning about demotion or suggesting counseling without understanding the root cause can create mistrust or miss the real problem. Some irritability after promotion is a signal that the role isn’t aligned yet, and solving that alignment is the most effective first move.