It is often tempting to make assumptions about conflicts, especially when rumors are circulating. But don`t take anything. Instead, find out what fuels disagreements between your employees. Once you have excluded the problems of the EEOC, what are the other underlying circumstances that can cause or exacerbate the conflict? Are there any conflicting work styles in the game? Is it a very stressful environment? Does a new project create tight deadlines? What about a difficult customer? Do some employees spread gossip or intimidate their colleagues? They know the different personalities better and know how to deal with each individual and can understand what has not worked in an otherwise harmonious work environment. If a disagreement breaks out between two people on your team, it can be tempting to step in and impose a decision on them. While this may certainly be the quickest (and perhaps least painful) way to resolve it, it won`t help your team members understand how to resolve conflicts on their own. Therefore, as a manager, it`s best to rely on your mediation skills, not your authority. The first step to playing the role of mediator is to understand their two positions – what one claims and what the other rejects, and their interests – why they make and reject the claims. You can do this in a joint meeting with both parties or in separate meetings. decide whether to meet with the parties first or separately. Both approaches have advantages and disadvantages. The goal of the first meeting is that they leave with diminished emotions and feel respected by you, although not yet from each other.
When this is done, you want to focus on putting their positions, interests and priorities on the table. Encourage them throughout the process to take responsibility for approaching an agreement. If all your efforts do not lead to an agreement, you may have to get rid of your role as a mediator and impose an outcome as a boss that is in the best interest of the organization. The following tips, inspired by sound HR practice, can help managers, people managers, and small business owners resolve conflicts between colleagues: While you may not consider yourself “close” to your colleagues, the facts are that many of us spend more hours per week with the people we work with than with our own family and friends. That`s why we can sometimes be incredibly close to our colleagues – after all, considering all that it takes to connect in the workplace, work friends often make best friends. But the flip side of the coin is that we can also get involved in brutal fights, clashes and conflicts with the people who share space with us – conflicts that haunt us long after we have been eradicated. We are all adults and most disagreements can be successfully handled between the two people who are not on an equal footing. But there are a few exceptions that we should all be aware of. For example, if you`re facing a case of harassment in the workplace, it`s a completely different scenario than disagreeing with a colleague about how a project should be approached, or getting bored with how a co-worker takes plum orders. If a conflict arises between you and a colleague, resolve it quickly.
Whether your argument is based on a nasty comment or perceived disdain, it`s best to talk to your colleague face-to-face about your feelings in a neutral and calm environment. Express your problems and let them express their own. Often, this strategy will quickly resolve any misunderstandings and prevent the situation from progressing. Consult carefully Before giving your two pennies, ask your colleagues if they need your help. “We tend to give unsolicited advice because we think we know better,” says Ranieri. But people may not want your opinion, so start by saying something like, “Would it be helpful if I suggested ways to understand this?” Also, keep in mind that your particular point of view may not be helpful. “Maybe you`ve experienced a struggle in the workplace and the way you solved it worked for you, but it may not work for that situation,” says Ranieri. Here are some tips to help you tactfully turn conflicts into a consensus among arguing employees. Some minor conflicts between colleagues will resolve in minutes, hours or days because the aggrieved parties come to their senses, apologize and find a solution. Others might find a solution after receiving a few wise words from a trusted colleague or manager.
If there have been problems between you and a colleague for some time, don`t wait until you both feel completely hostile to each other. Tackling the problem early will prevent it from becoming an even more serious problem – especially if the problem turns out to be a misunderstanding or a relatively small problem. If you`re lucky, everything could be sorted out in less than a day. Getting the parties involved to voice their complaints can lead to the realization that everything was an obvious misunderstanding. This would allow employees to realign, set aside their differences and return to work. I am unfortunately in this situation as an employee, I have been accused of various things by one or more (my managers were very vague about this) and I was given an ultimatum to solve my perceived personal and/or mannerist problem by the end of the month, otherwise I will be fired.. .