Effective solutions to civil strife and conflicts among restaurant employees

How to deal with conflicts among restaurant employees is a thorny issue in front of business leaders, which may affect the overall work, ranging from a quarrel to a fist fight, or even harm to both sides. Below, I'd like to share with you some effective solutions to the civil strife and conflicts among restaurant employees, hoping to help you!

Conflicts arise from unclear attribution of responsibilities

The responsibilities of departments or each position are unclear, which will also cause conflicts. Unclear responsibilities are mainly reflected in two aspects: first, some work has not been done, and second, some work has overlapping contents.

Many contradictions and responsibilities in interpersonal relationships are often confused and intertwined. Perhaps both sides of the contradiction are responsible for the problem, but the main responsibility should still be borne by one person. This is also the key to deal with the contradiction between the two sides: clear attribution of responsibility.

The first step is to find out the truth of the problem, and pay attention to collecting relevant information. Fortunately, the parties concerned have? Deny it? Before the motivation, use them to remind the parties, so as not to embarrass them in the future. With sufficient information and clear attribution of responsibilities, the second step is to make both parties admit their responsibilities, and then hand over the ownership of responsibilities to the person who should bear the main responsibility.

it's best to turn the responsibility into a new task or problem, which is very important for the final and satisfactory solution of the problem and the two sides to shake hands and make peace.

Role conflict

Conflicts can also arise because the role positioning of enterprises is unclear or catering employees themselves have not clearly understood their role positioning. 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.

in enterprises, the root of role conflict lies in the unclear role positioning of enterprises. Because leaders have not conducted effective job analysis, the documents about the responsibilities of enterprises have copied the models of other enterprises, and they have not seriously considered whether they are in line with the actual situation of their own enterprises. Doing so will definitely lead to the unclear role positioning of enterprises.

conflicts arising from personal emotions

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

everyone's mood is unpredictable and difficult to control. When dealing with emotional conflicts, the best way is to put yourself in the subordinate's shoes. For example, when a catering employee came to work early in the morning, he forgot to take an umbrella because he was in a hurry to catch the bus, and he was soaked to the skin on the road. What's worse, the catering employee accidentally lost his wallet while squeezing the bus. Although there was nothing particularly valuable, he still put in half a month's salary.

When he stormed into the company, he was already 11 minutes late. Obviously, this month's bonus was hung up again. All these experiences are hard to tolerate for a man with a violent temper. He wants to vent, and finally he has an argument with his colleagues, and contradictions arise. To solve the contradictions caused by such emotions, you'd better deal with them with love and compassion.

remember, we should win the support of the catering staff who got angry for no reason. To work with him, when he puts himself in other people's shoes and experiences them in his mind, sympathy will dissolve resentment.

Different strategies lead to conflicts

There are also differences between the students of the same mother, not to mention colleagues from all corners of the country. Personality and cognition determine a person's handling strategy, and everyone's personality and cognition are often inconsistent, which leads to differences in handling strategies between people. If these differences are not effectively reconciled, conflicts will arise.

In other words, people's ways and methods of dealing with things and their attitudes and attention to problems are different, which will lead to conflicts between people to a great extent.

Under normal circumstances, the parties who are in contradiction will not give up their work style for many years easily, unless they really let both parties know whether their respective methods are beneficial or harmful to the solution of work problems, and tell them the huge benefits that the correct way of doing things will bring, it is possible to resolve contradictions and eliminate frictions.

in? Emotional? People in a state can't listen to any excuse of the other party. At this time, the intervention of a third party will lead the attention of both sides to a same direction, which provides the possibility for the final understanding.

as a leader, you can't arbitrarily say that something is feasible, but belittle something for nothing. The best way is to speak with facts. The purpose of this is not only to let the parties see each other's advantages and disadvantages with their own eyes, but also to provide them with better ways of thinking to solve problems effectively.

Of course, you can also let them try to do it themselves, or have a competition, divide the task into several parts, let them deal with it separately, and convince the parties with the final results.

Competition for limited resources

Limited resources are scarce, which leads to various forms of competition. This kind of competition will lead to conflict to some extent. For an organization, its financial resources, material resources, human resources and promotion opportunities are limited, and the competition for these resources by different departments will inevitably lead to conflicts between departments.

Inconsistency between values and interests is a major 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. The conflict of interest is reflected in two aspects: one is direct conflict of interest; The second is the indirect conflict of interest. For example, unfair treatment is a direct conflict of interest; The conflicts caused by training opportunities, development opportunities and other issues are reflected in the conflicts of indirect interests.

Special note:

In terms of overall effect, persuasion is better than coercion, and influence is better than punishment. Only by gaining the trust of catering employees and understanding the inner contradictions of catering employees can we find the key to solving the problem. Of course, in practice, depending on the actual situation and degree, the punishment according to the regulations should complement each other, and the psychological contradictions among catering employees can be resolved. Therefore, the handling methods are particularly important. ;