Since we all have different opinions, there are naturally differences of opinion at work. Every opinion is important, so disagreements should be handled professionally and fairly. Emotional awareness is the key to understanding oneself and others. If you don`t know how or why you feel a certain way, you won`t be able to communicate effectively or resolve disagreements. Sometimes disagreements are not discussed. For example, a new employee probably won`t immediately talk about something they don`t agree with. As a manager, you need to build trust with your direct employees and be an active part of the team. CR Kit – Covers the causes of conflict, different conflict styles, and fair fighting guidelines to help you resolve disagreements in a positive way. (Conflict Resolution Network) Here are seven very simple but effective ways I`ve learned over the years to productively manage disagreements.
What should you accomplish in your first meeting? Whether you meet or not, there are several things you want to do at the first meeting. Explain that you see your role in helping them find a mutually acceptable solution to their conflict, but also in ensuring that the resolution does not have a negative impact on the team or organization. Make it clear that deciding whether a particular agreement is acceptable requires their consent and yours. And then set rules every time you meet. For example, treat everyone with respect and don`t interrupt. Stress impairs the ability to resolve conflicts by limiting your abilities: Conflict is pretty much inevitable when working with others. Should you first meet each colleague individually or together? There are pros and cons to both approaches. The goal is to understand both their positions (what one claims and the other rejects) and their interests (why they make and reject the claims). You can choose to ignore it, complain about it, blame someone for it, or try to deal with it through clues and suggestions. or you can be direct, clarify what is happening and try to reach a solution through common techniques such as negotiation or compromise. It is clear that conflicts must be dealt with, but the question is how: they must be dealt with constructively and with a plan, otherwise it is too easy to be drawn into the conflict and create an even greater disorder.
6. Get involved. In times of intense disagreement, it is not uncommon for one or both parties to have one foot in front of the door. If you really want to get to the heart of the matter, make sure the other person understands your commitment to the relationship. Even if you have a problem with the behavior, you need to keep it separate. The factual argument is interesting. The two colleagues may have been in the same place, but everyone remembers it differently. Both believe that if only you and your colleague could convince you and your colleague of their views on the facts, the conflict would be over. The problem is that even if you had been there, trying to convince others of your point of view is counterproductive, because without new credible information, they are unlikely to change their minds about what happened. The best approach to closing this trap is to agree to disagree and move on.
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. All of this was dropped to me out of the blue because I had no idea it was going on, except for one in the office who often complained to me about another employee who I`m sure received a similar ultimatum, but had several months to tackle the problem as opposed to me. The reason for this is that I guess because our contracts end in just over a month, it would be easier for my employers to get rid of me now instead of giving me more time to try to remedy the situation. A big part of your company culture is based on how everyone interacts with each other. Leading by example becomes almost automatic when you simply reinforce and maintain your company`s values, policies, and policies objectively. Clarify positions – Regardless of conflict or disagreement, it is important to clarify people`s positions. Whether there are obvious factions within the team that support a particular option, approach, or idea, or each team member has their own unique point of view, each position must be clearly identified and articulated by stakeholders. Instead, deal with both people or groups of people directly involved in the incident and worry about other employees later. Most employees want to feel heard or recognized, so ask each manager to explain their side of the story.
4. Listen. In case of disagreement, it is important that both parties are heard. And that means it`s important to be a good listener – curious, open-minded and non-judgmental. A good listener pays full attention, asks for clarification if necessary, and can listen to different opinions without becoming defensive or argumentative. The best way to listen is to be silent. Then you can learn. In any relationship, whether personal or professional, there will always be disagreements. .