How to mediate between employees

How to mediate between employees contradictions, in the workplace, the company's rules and regulations there is such a line, that is, the staff can not be contradictory to each other, to live in harmony, but there are often many factors that lead to conflicts between employees, the following together to see how to mediate between employees contradictions.

How to mediate between the staff of the conflict 1

1, should not hit everything fifty board

There is a brewing process of accumulation of contradictions, contradiction in the public, said that a party or both sides will go beyond the "psychological limit", because anything that happens! It's not just a matter of time, it's a matter of time. Many supervisors in dealing with this kind of problem, used to use each hit fifty boards, and then to both sides to express a "state" gently "erase" the past, in fact, do this problem is not solved, if it is so easy to solve, we can not talk about is not a psychological contradiction, and do not need to deal with us, the misunderstanding will be eliminated with the washing of time, the misunderstanding will be eliminated. With the washing of time, the misunderstanding will disappear.

Such as the emergence of catering staff internal contradictions, supervisors do not pay attention to the conflict in the early stages, not in the problem of nip in the bud state eliminated or hastily dealt with the end, over time, small problems brewing into big problems. Our work relies on teamwork to complete, is cooperation, certainly less collision and misunderstanding. As a supervisor should be guided, from which to maneuver, really play the role of lubrication and reconciliation.

"The health here is clearly Zhang Ming did not clean up, why the supervisor will I and he together disciplinary?" "Why did the supervisor give us each a half offense without understanding the situation clearly?" "......" We have heard these complaints from restaurant employees to our supervisors from time to time. Because we are used to dealing with things, each hit fifty boards, to show that "fair, just". So that the mutual cooperation between the catering staff trust sharp reduction, misunderstanding increased, conflict escalation.

"Everything is playing fifty boards" approach from the surface thought to have done "absolute" fairness and impartiality, eliminating injustice and misunderstanding, but in fact this is the most sloppy and unfair approach to dealing with the matter, but also wipe out the enthusiasm of the catering staff! In fact, this is the sloppiest and least fair way to handle things, and will kill the enthusiasm of the catering staff, which is in a sense irresponsible. As a supervisor we should be careful thought work, in-depth understanding of the human mind, the reason for the conflict, the two sides invited to talk to solve. If the simple things, it is likely that the conflict can not be resolved, but let the catering staff to produce the supervisor of the distrust and blame emotions.

2, more listening, less talking, eye inspection, do not take for granted or I thought

Most people in the aggrieved or encountered when things do not go well, would like to confide in others or vent for a while, in order to seek psychological balance. Two people because of the psychological contradictions of the quarrel or a verbal dispute, if you only focus on the other side of the wrong, criticizing the two sides of the wrong, the contradiction between the two sides will not pay attention to your persuasion, but may add fuel to the fire, exacerbate the contradiction between the two sides. If you first one of the party invited to your side, their own do a faithful listener, so that he has no fear of their own "reason" and the other side of the "not".

You just need to carefully observe the other side of the expression, smile and laugh, is the best way to guide. When both sides have finished venting, you just observe the expression of the two sides, cut to the heart of the matter, to dredge the guide, you can achieve your expected results. Therefore, through the phenomenon to see the essence of the key to resolving conflicts, like a doctor's diagnosis, patience and guidance, so that the other side of the open heart to the psychological contradictions and thoughts out, only to find the "root cause", in order to open the "prescription".

3, put yourself in the shoes of others, remove the misunderstanding

Conflicts must be caused, usually contradictory to both sides of their own reasoning, but only because of the other side of the "too much". This situation is usually related to misunderstandings, as the so-called suspicion of dark ghosts, the eyes of the shadow from the oblique, both sides are wearing tinted glasses to see the other side, when both sides feel very difficult psychological, and hope that the supervisor can be for their own stretch.

To deal with this type of conflict, we must pay attention to put ourselves in the shoes of the person concerned to reduce the internal resentment and resistance to the psychological, try to create a peaceful environment for the conversation, seize the "misunderstanding" of the key to unlock the "knot" of the conflict.

Sometimes both sides of the contradiction stand on the edge of the conflict resolution, understand their own faults and wrong, are from the heart want to calm the two sides of the contradiction, but in the way of face, both sides are reluctant to take the initiative to "bow down" to recognize the error.

This awkward situation, both sides want each other to give themselves the opportunity to step down, so it is difficult to break the boundary. At this time, if the supervisor can be observed, put yourself in the shoes of the catering staff, to seize the psychological weakness of both sides, the problem will be solved in one hit and break.

4, criticism from the strict, light punishment

We all know that even if a person made a big mistake, do not want to get the punishment of the superiors, but you criticized him, even if the wording of some harsh, the other side is still able to accept your criticism, and some of the catering staff will be justified by your criticism of the heart and guilt and admit mistakes. If you insist on imposing heavy punishment, more often than not, catering employees will have a reverse psychology, or forced to punish the pressure on the surface of your obedience, but the heart of the negative concept of "broken".

From another point of view, a only know how to use punishment to control the cadres of the catering staff is not a competent cadres. Therefore, punishment is a double-edged knife, the appropriate use of punishment techniques can play a role in killing a warning, and abuse of punishment will stab themselves.

A unit, there are often some people's personality or situation is more special; or more crooked, self-righteous 'people. For this kind of people, usually appropriate to let a point, do not in order to simply supervisor "prestige face" insisted on too much. The more personality or special circumstances, pretentious people, self-esteem and vanity, the stronger, it must have its own strengths, or can stand alone, or work experienced, or efficient, will be untamed, this person if you prefer a hard approach to their strengths, even if you win is also a lose-lose. Instead of getting hurt both sides would be better to use a "soft" approach, to soften the hard, in some small things or small sections to make some favorable concessions. If "out of the ordinary", do not avoid and condone, in a reasonable, well-founded basis, both hard and soft, talk about education and disciplinary sanctions complement each other. Otherwise, you are afraid of him a point, he will be warped a ten feet, so that the normal management order is undermined.

5, tolerate people's faults

The work will inevitably cause conflicts and errors. There is always the possibility that people make mistakes, but do not let the ministry have "more to do more wrong, do not do good" misconceptions. Therefore, in order to solve the internal contradiction of the catering staff, the important point is to be able to tolerate people's faults, to help the problem of catering staff to recognize their own mistakes, allowing others to correct their mistakes, especially those who have opposed their own.

In fact, life in the world, not as good as things in nine out of ten, who is not aggrieved, frustrated, and even wronged when it? The long decades, if the heart is all the accumulation of grievances and discontent, pain and resentment, will not become abnormal people? It would be better to try to cast aside the misfortune and sorrow, leaving more happiness, good things and memories in the heart, so that life is happy, elegant and more meaningful. As the saying goes, "a prime minister can hold a boat in his belly". Can tolerate people's faults, can enhance their own strength of character, help to solve the special and complex problem of internal conflicts between catering staff.

How to mediate between the contradictions between employees 2

Reasons for conflict between employees

1, personal emotions

An employee early in the morning to go to work in the restaurant, due to the rush to catch the car forget to take the umbrella, on the road was drenched to the point of being soaked to the skin, and even worse is that he was in the squeeze car and accidentally lost the umbrella.

An employee who rushed to the restaurant early in the morning and forgot his umbrella 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.