How to deal with conflicts between employees and employees
How to deal with conflicts between employees and employees, do you know? In the workplace, we often ask employees to get along with each other in harmony, not to gang up on each other, not to have conflicts when the big fight, the following I answer the question of how to deal with conflicts between employees and employees, take a look together.
Staff and employees have conflicts between how to deal with 1
1, carefully choose the conflict ready to deal with
Not all conflicts must be dealt with. We should not treat all conflicts equally. Some conflicts may not be worth the effort, and others you can't really do anything about. "Avoidance" may seem like a cop-out, but sometimes it's the best thing to do. By avoiding trivial conflicts, you can improve your overall management efficiency. Therefore, you must carefully select the conflicts you are prepared to handle and reserve your energy for those events that are valuable and meaningful. Don't be na?ve and think that a master manager can resolve all conflicts. Some conflicts are simply not worth the effort, and others are outside your sphere of influence. It's the remaining conflicts that you should be dealing with, and you should be singling them out in the first place.
2. Evaluate the people involved in the conflict
If you decide to deal with a particular conflict, it's important to take the time to get to know the people involved. What people are involved in the conflict? What are the basic facts about each of the parties to the conflict? What is the resource situation of each party? If you can put yourself in the shoes of both parties to the conflict, you will gain a deeper understanding of the essence of conflict management, and the likelihood of a successful outcome will be greatly enhanced
3. Assess the causes of the conflict
Conflict does not arise in a vacuum; there is always a reason for it to occur. The choice of conflict resolution depends heavily on why the conflict is occurring. Typically, the causes of conflict can be categorized into three basic types.
4. Choosing the right way to handle it
When the conflict is too intense, what means or techniques can a manager use to diminish it? You have five options, including avoidance, accommodation, coercion, compromise, and cooperation. Each of these has advantages and disadvantages and is adapted to the situation, and there is no "one size fits all". As a manager, you may often use a particular approach (related to your basic conflict management style). But advanced managers should know what each approach can do, how to do it, and when it works best.
Collaboration requires open and honest discussion, active listening, and an understanding of the differences between the parties, with a careful examination of all possible solutions that would benefit both parties.
How to deal with conflicts between employees and staff2
The reasons for conflicts between employees
1, personal emotions
An employee early in the morning to go to the restaurant to work, because of the rush to catch the car forget to take the umbrella, on the road was drenched soaking wet, and even worse is he!
An employee rushed to the restaurant early in the morning and forgot to take the umbrella, and got soaked on the way.
When he ran into the restaurant, he was already 10 minutes late, and it was clear that his bonus for the month had been deducted. All this encounter was hard for a man of violent temperament to swallow, and he ended up in a verbal altercation with a coworker, and a conflict arose.
As a result of personal emotional factors generated by the conflict, relatively speaking, is more difficult to deal with. Emotional conflicts have their transient nature, as do emotional changes, but if they are not taken seriously, they can also leave deep scratches on the harmony of interpersonal relationships.
Everyone's emotions are unpredictable and difficult to control. The best way to deal with emotional conflicts is to put yourself in your subordinates' shoes with love and compassion.
2, role conflict
Because the role of the enterprise is not clear or catering staff themselves do not recognize their role position, can also cause conflict. For example, a front hall minister unauthorized interference in the normal work of the kitchen department, the conflict between the two departments will certainly occur.
The lack of effective job analysis by leaders, and the copying and reproduction of other companies' models from documents such as the job responsibilities of the company in question, without serious consideration of whether they are in line with the actual situation of their own companies, have led to unclear role positioning.
Similar to the role conflict is the unclear responsibilities, which is mainly reflected in two aspects: one is that some work is not done, and the other is that some work appears to be the phenomenon of cross-cutting content.
3. Competition for limited resources
Limited resources have scarcity, for an organization, its financial resources, material resources, human resources and opportunities for promotion, etc. are limited, and the competition for these resources in different departments will inevitably lead to inter-departmental conflict.
Inconsistent values are the main cause of conflict. Values are formed in a person's long-term life practice, it is difficult to change in a short period of time, therefore, the conflict of values is also long-term.
For example, the larger the proportion of newly arrived employees, it also means that the organization's degree of accommodation and the adaptability of the old employees need to be more strengthened, which will inevitably lead to conflict and confrontation between the old and new employees.