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Reprint: How To Deal With Conflicts With Employees

2008/8/15 13:40:00 41793

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Managers have encountered such a situation: originally a matter of reproach, did not expect that employees will be so inconsistent and resistance.

At work, there are inevitably some unpleasant things between the upper and lower levels, resulting in some friction and collisions, causing conflicts.

At this time, if handled properly, it will deepen the gap, get into difficulties, and even lead to a complete breakdown of the relationship between the two sides.

So what happens if there is a conflict with subordinates?

As the saying goes, "a friend is better than a knot". Under normal circumstances, it is the right way to relax the atmosphere, dredge the relationship and actively resolve it.

Specifically, there are mainly the following ways and means:

Self blame and self criticism.

If you are responsible for your own side, you should be brave enough to find subordinates to admit mistakes, apologize, and seek understanding. If the important responsibility is to better carry out your work, you can take the initiative to be flexible as your boss, take the initiative to shoulder some responsibility for conflict, and give subordinates a step.

People's hearts are all meat long. Such bosom is easy to move their subordinates, so as to turn hostility into friendship.

2. Put down airs and take the initiative to answer questions.

Many people have such an experience that when they quarrel with their employees, sometimes no one can speak first. In fact, both sides are expecting the other person to speak first.

Therefore, as the lower level, especially those with estrangement, the superiors should take the initiative to respond to greetings and greet them in a timely manner, so as to eliminate the shadow caused by the conflict, thus leaving an impression on the subordinates and the public that they do not care for the past and act generosity.

Do not put on a face, hold back a stubborn force, do not reply, ignore, and head over. In the long run, the contradiction will roll up like a rolling ball, which will lead to greater estrangement.

3. Do not argue with, cool down.

It is when subordinates are in conflict with themselves, as a boss, do not dispute, do not argue, do not spread, but put aside the matter and bury it in the bottom of their hearts. As always, in the work, the instructions still indicate that the commendation is commended as if nothing had happened.

In this way, as time goes on, it will gradually weaken and forget the past unhappy, and the side effects caused by conflicts will naturally disappear.

Please mediate and resolve it.

It is to find some "peace envoys" who have an influence on their subordinates, take their own apologies, and do some mediation and persuasion work, which can be regarded as an effective strategy of behavior.

In particular, some of the languages that the parties themselves are unable to say or speak inconveniently, through the mouth of the mediator, are very effective.

Mediator mediation is a bridge between the upper and lower levels.

However, the mediator can only play a role as a needle in the general situation, and the decisive role is to rely on the parties themselves to further solve the problem.

Avoid embarrassment, telephone communication

Telephone interpretation can avoid the awkwardness and awkwardness of face-to-face conversation between the two sides.

When making a phone call, we should pay attention to the friendly nature of the language, whether it is due to the collision caused by improper methods, or because of the conflict caused by each other's bad mood, whether the "war" caused by the arrogance of the subordinates or the estrangement caused by their thoughtful misunderstandings, can be explained by this modern tool, or by using the way of letter to talk, understanding, and forming a consensus, this has made a good start for restoring relations, and has opened the way for the next reconciliation.

What needs to be explained here is that this law should vary from person to person, and should not be abused. If subordinates hate this expression at ordinary times, it will be even worse.

Look for opportunities to resolve conflicts

It is to choose the right time, grasp the heat and actively resolve the contradiction.

For example, when a subordinate meets a happy event (such as marriage, birthday) or is commended, the boss should congratulate him in time. When his subordinates are in high spirits and happy spirits, they will not refuse. Instead, they will feel your sincerity and respect for him.

Be generous and moderate.

When there is a conflict with their subordinates, it is necessary to have a sense of propriety in applying this method. In general, in many cases, when things are hard to endure, it reflects a person's mind and knowledge.

However, if we avoid compromise, compromise and tolerance, we will suffer from different degrees of damage to the public's personality and image. The right way is to be generous and not to be fussy.

A moderate tolerance can not only avoid confrontation, but also preserve the dignity and dignity of both sides.

In other words, if a subordinate is not reasonable, narrow minded and overbearing, he should not let him feel that his boss is weak or bullying. He should be decisive and give corresponding reply and punishment.

To deal with such employees, we must be reasonable, objective and fair, so that everyone can understand who is not targeted, but a company's behavior.