We are all humans, and as long as we do not turn into robots, we will inevitably face some workplace conflicts. But as a team manager working to achieve one goal, do not you prefer to oversee an environment where your colleagues do not wrestle with work, and friction does not escalate into flatness, and everyone works at full capacity? In a survey by Accountemps, financial managers said they spend an average of six hours a week dealing with conflicting parties among their employees. Some executives (17%) said they spend a quarter to more than half of their precious time in dealing with workplace conflict. Do these numbers look familiar? Just think about what you can do six hours a week if you do not have to deal with all those differences that turn into differences. Follow these five ways to encourage your employees to agree with others in the office: 1. Enhance communication Putting your head in the sand does not really help when a workplace conflict occurs. The same problems rarely solve themselves and can become worse if they are not addressed. So be proactive. Encourage people in your team who have difficulty dealing with a colleague to deal with their differences in public while still small. Here are some tips you can give us: You are one of hundreds of premium writers who share a unique content industry with their experiences and experience on ZN. More about the fifty-race essay Ask your co-worker that you do not agree to set a time when it is appropriate to meet both of you, in a place where you will not be boycotted. After defining your point of view on this issue, carefully listen to what the other person says, show empathy, avoid interrupting, and ask questions to clarify what has been said. Identify points of agreement and disagreement, and ask if your coworker agrees with your assessment. Express your willingness to find a solution and discuss ways to resolve the conflict and improve your relationship. 2. Apply what you call Managers, of course, need to take the initiative when it comes to communicating at work. Here are some suggestions that executives can share to help you prevent conflicts while building relationships with your teams and colleagues: Do not always take things seriously. Take care of differences without participating in desk conflicts. Eliminate rumors by providing accurate and up-to-date explanations. Provide a picture of professionalism and good etiquette. Respect unique views, and do not publicly criticize others. Check regularly and show how you appreciate the opinions of other people. Be honest, reliable and direct in your communication style. Build your relationships by inviting others to have coffee or lunch outside the office. 3. Let your team know you can help A critical component of leadership is to create a sense of what is important to you in times of stress. First of all, tell your staff that if they find themselves involved, or if they try to resolve a conflict and negative behavior continues to hinder their work, they can use you as a source. As the top office holder in your organization, you can make recommendations and send another manager or someone else to mediate. Some suggestions to help people work together include: Use your best listening skills so you can easily identify their concerns and the root causes of the problem. Encourage the two sides to put their differences aside and find common ground - such as wanting to help the company succeed. Explained that their cooperation is required, and then continued to monitor the situation so as not to exacerbate the problem and become worse. When people think they will be heard, they are likely to do their best. Communication goes both ways, so it inspires the relationship; they will give you timely reports and observations about difficulties or challenges. 4. Consider everything as an opportunity to learn Conflict in the workplace can be seen in a positive form. Compared to the negative impact that differences can cause, there is a bright side when staff learn from these differences. Different opinions can stimulate innovation and give additional impetus to team building. Conflict resolution assistance can put those you manage in a better position to take leadership roles in your company. You can tell a temporary employee who wants to become a full time job that the skill and diplomacy in dealing with the workplace conflict can leave a good impression on him. Or let the employee know that working well with others can help career advancement. 5. Gently criticized and praised the achievement In an ideal world, everyone in your team will be free from mistakes in their job. But the truth is that they will make mistakes, get drawn into arguments, test staff problems, and sometimes fail to do tasks on time. When you need to draw attention to shortcomings, make your goal to preserve the dignity of each individual. Met each of them individually and allowed them to explain the problem and what may have led to it. Instead of blaming, see error or failure as a lesson, and focus on what can be done differently in the future. All professionals are grateful, especially when they are given extra time or effort. So celebrate with your team when they achieve a goal set for them. Even if they took only small steps, congratulations on progress. They are not robots, in the end!
تسجيل الدخول