Ways to solve some contradictions among employees

Ways to solve some contradictions among employees. In life, especially in the workplace, good interpersonal relationships can make the atmosphere of the company better and employees get along more easily. Here are some ways to solve some contradictions among employees. Let's take a look.

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1. make clear the basic situation of things before mediation

1. make clear the focus of conflicts. It is not appropriate to rush into mediation only on the basis of superficial phenomena or temporary performance without knowing the focus of conflict and the object of dispute.

2. Find out the parties. Sometimes the dispute between Zhang San and Li Si is only a superficial phenomenon, but the dispute between Zhao Wu and Wang Liu is the essence or the main problem. The primary and secondary relations or the light and heavy relations need to be clarified, and the mediation can "suit the right medicine". We should basically grasp the ideological status of the parties to the dispute and their position in the contradiction, so that different mediation methods can be determined according to different parties.

3. Find out the background of the conflict. Sometimes disputes are caused by misunderstanding, and some disputes are caused by some false words. Therefore, if we find out the real reason, the dispute will be easily settled.

Second, fair attitude

When mediating disputes, we should pay attention to the fact that peacemakers and bullying are not conducive to the handling and resolution of conflicts, and should handle them fairly with a sincere and responsible attitude. This will not only help others solve disputes effectively, but also increase others' trust and respect for you.

Third, mediation must go through a "cold treatment" stage

The parties are angry, which is not conducive to the settlement of contradictions, so let the parties temporarily separate or let one of them withdraw, and you should have enough patience in the whole process.

in the process of mediation, listen carefully to the statements of the parties

As a mediator, you should understand that both parties to the dispute may be emotional, so in the process of patient listening, you should think about some questions: Did his statement exaggerate the elements that are unfavorable to the other party, and cover up or narrow down the disadvantages to yourself? Have I remained calm and unaffected by the emotions of my clients? Is there any inconsistency in his statement? When appropriate, you can ask relevant questions to the parties in order to clarify the facts. When necessary, you can also ask the insider for information.

V. Use other forces when necessary

Some parties to a dispute do not give in to each other, and the contradiction is acute. We can consider using other people with authority, such as parents and seniors, to assist in mediation, so as to ease the conflict until it is finally resolved.

VI. Persuasion

1. Persuasion in person. Some disputes have been clearly disputed; The parties also have the ideological basis for solving problems and the objective conditions are available. At this time, you can call the two parties together, clarify the problem with each other, apologize, and shake hands.

2. Guidance and persuasion. For those who are angry and lack the ideological basis for solving problems, we should patiently guide them to consider the problem from the other side's position and see their own shortcomings before solving the dispute.

3, circuitous persuasion. Sometimes there are supporters behind the parties, so you can do the work of supporters first and do the work of the parties through supporters in a roundabout way. Solutions to some conflicts among employees 2

Causes of conflicts among employees

1. Personal emotions

An employee rushed to the restaurant early in the morning and forgot to take his umbrella, so he was soaked to the skin on the way. What's worse, he accidentally lost his wallet when he was crowded, and put half a month's salary in.

When he stormed into the restaurant, he was already 11 minutes late. Obviously, this month's bonus was deducted again. All these experiences are hard for a man with a violent temper to swallow, and finally he has an argument with his colleagues, and contradictions have arisen.

Contradictions and conflicts caused by personal emotional factors are relatively difficult to handle. Emotional contradiction has its transience, just like emotional changes, but if it is not taken seriously, it will also leave deep scratches on the harmony of interpersonal relationships.

everyone's emotions are unpredictable and difficult to control. When dealing with emotional conflicts, the best way is to put yourself in the subordinate's shoes with love and compassion.

2. Role conflict

Conflicts can also arise because the role orientation of the enterprise is not clear or the catering staff themselves have not clearly understood their role orientation. For example, a former minister interferes with the normal work of the kitchen department without authorization, and there will definitely be conflicts between the two departments.

because the leaders did not conduct effective job analysis, the documents about the post responsibilities of enterprises copied the models of other enterprises, and did not seriously consider whether they conformed to the actual situation of their own enterprises, resulting in unclear role positioning.

Similar to the role conflict, the responsibility is unclear, which is mainly reflected in two aspects: one is that some work has not been done, and the other is that some work has overlapping contents.

3. Competition for limited resources

Limited resources are scarce. For an organization, its financial resources, material resources, human resources and promotion opportunities are limited. The competition for these resources by different departments will inevitably lead to conflicts between departments.

Inconsistent values are the main cause of conflict. Values are formed in a person's long-term life practice, and it is difficult to change in a short period of time. Therefore, the conflict of values also exists for a long time.

For example, the greater the proportion of new employees, it means that the organization's tolerance and the adaptability of old employees need to be strengthened, and there will inevitably be conflicts and oppositions between new and old employees.