Because of the conflict, James lacks work, and you think it`s because he wants to avoid Ashlee and his anger. Sharon suggests going to the person and owning them. Tell them that you know it`s an uncomfortable situation and that you want to continue your relationship. These situations are difficult, but radical openness is important – learn more about how to do it in the workplace. Mediation should recognize the needs of both staff members. Emotions make a difficult field in a workplace, so it`s best to feel with all parties, make it clear that you`re not taking sides. Example: “In some cases, I felt it necessary to express my opinion if I did not agree with a boss, and this was indeed constructive. For example, the unpleasant behaviour of a former manager had a negative impact on my work, and I began to lose motivation and job satisfaction. Finally, I asked for a meeting and calmly and politely told him how I felt. To my surprise, he told me that he was having difficulties in his personal life and that he was not doing well. After that, he tried to be less critical, and I was more understanding. In any organization, there can be conflicts, as big as they are smaller. These conflicts can have a significant negative impact on people in your workplace. There are no two people who are equal, and when our different motivations, processes and objectives collide, conflicts arise.
But conflicts are not always something to fear, because conflict comes from change. If conflicts are resolved correctly, they can lead to a better idea, understanding and working relationships. If the same conflict repeats itself in the workplace, you should take steps to resolve the problem effectively. The best way to deal with such a situation is to identify the exact point of disagreement and to discuss with serenity possible solutions. Employees may be furious at not receiving salary increases, promotions or other performance-related incentives, and they may be eliminated by the spread of discontent through gossip and a negative attitude at work. Employees can argue directly with superiors during performance verification, creating sensitive situations that require tactful communication. To resolve a conflict resulting from a negative performance assessment, you work directly with the employee to develop a solid and temporary action plan to improve performance and to engage in achieving these goals with guaranteed incentives. Allow employees to vote if they set goals to increase their commitment to achieving the goals. Although it is customary for individuals to act emotionally and subjectively, you should always aspire to be as objective as possible in the workplace. Try to focus on a co-worker`s behaviour rather than focusing on aspects of their personality. Ashlee and James both work in accounting.
James was hired a few months ago and Ashlee has been with the company for eight years. “When I`m faced with a conflict, I like to ask questions and understand my colleague`s point of view. It helps to keep the situation calm, and it helps them feel heard, and after that, I realized that it is much easier to reach an agreement or a compromise, while both remaining much calmer. Mike`s Tip: If you go back to #1, you may feel that you are not sure how you can use concrete examples to support your answers to interview questions. That`s why we`ve developed our Tailoring method, which offers you a step-by-step method for answering interview questions.