Office Conflict- Why can't we all just get along?
An Office Conflict and Bickering employees can kill office morale and lower productivity. If you put a group of people together in a high-pressured office for 40-50 hours a week and hostility about loud voices/music, missing food in the fridge, dirty dishes, boss/employee communication problems or personality differences are bound to flare up. Office Conflict is inevitable.
Most small disagreements blow over quickly with little or no intervention by the supervisor. But sometimes, they can spiral out of control, hurting office morale, productivity and can even lead to lawsuits.
More businesses are looking for ways to get rid of office conflict before it ruins profit or morale. Universities, government agencies, small, midsize and large companies hire organizational conflict facilitators/mediators to provide a confidential ear to employees. The idea is to nip disputes in the bud.
Managers often say that Dealing with conflicts between employees is exhausting. A well-intentioned supervisor is often lost at what to do next. You don't have to handle these issues alone.
There are two ways to handle disputes.
1. A Conflict Coach/Consultant can listen to you or your employees problems, asks questions, gives feedback and helps you resolve the conflict or devise solutions. If an employee is fed up with a colleague who constantly interrupts and doesn't listen, for instance, the coach might use a hypothetical conversation to illustrate the right way to ask the offending co-worker to stop. The sessions are kept entirely confidential. Click here for more information about how a Conflict Coach can help.
2. A neutral, third party, Conflict Mediator can meet with the two parties and help them come up with their own solutions. Click here for more information on the Conflict Mediation Process.
Most managers spend 30% of their time to refereeing office conflicts. How you handle a difficult conversation makes a difference in how well you sleep at night. It consumes a lot of energy, and energy is the most important resource we have.
Mediators help by:
Click on this link for more information on the Conflict Mediation Process.
Most small disagreements blow over quickly with little or no intervention by the supervisor. But sometimes, they can spiral out of control, hurting office morale, productivity and can even lead to lawsuits.
More businesses are looking for ways to get rid of office conflict before it ruins profit or morale. Universities, government agencies, small, midsize and large companies hire organizational conflict facilitators/mediators to provide a confidential ear to employees. The idea is to nip disputes in the bud.
Managers often say that Dealing with conflicts between employees is exhausting. A well-intentioned supervisor is often lost at what to do next. You don't have to handle these issues alone.
There are two ways to handle disputes.
1. A Conflict Coach/Consultant can listen to you or your employees problems, asks questions, gives feedback and helps you resolve the conflict or devise solutions. If an employee is fed up with a colleague who constantly interrupts and doesn't listen, for instance, the coach might use a hypothetical conversation to illustrate the right way to ask the offending co-worker to stop. The sessions are kept entirely confidential. Click here for more information about how a Conflict Coach can help.
2. A neutral, third party, Conflict Mediator can meet with the two parties and help them come up with their own solutions. Click here for more information on the Conflict Mediation Process.
Most managers spend 30% of their time to refereeing office conflicts. How you handle a difficult conversation makes a difference in how well you sleep at night. It consumes a lot of energy, and energy is the most important resource we have.
Mediators help by:
- Asking employees non threatening, open-ended questions that get to the heart of their concerns.
- Using hypothetical conversations to teach employees how to communicate well with co-workers.
- Keeping discussions with employees confidential to encourage total honesty.
Click on this link for more information on the Conflict Mediation Process.