How to Settle Conflict at Work: 14 Steps (with Photo) - tips

Video: Roadmap to Handling Conflicts at Work | Amy Gallo | Talks at Google

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You can run into conflicts in the workplace for a variety of reasons, including promotion opportunities, wage conflicts, feelings of disrespect, and personal differences. that is not the end of the world, and you don't need to find new jobs. Face this situation properly and find ways to reconcile. Always be a pioneer and solve problems and remember not to turn a company's problem into a personal problem. Say what you need to say and don't forget to listen to the other person's point of view. Ask questions and ask for clarification that you have not understood. Finally, come up with a few solutions and adhere to them.

Steps

Part 1 of 3: Conflict Approach

Note the existence of a contradiction. Pretending that everything is okay is not the way to resolve a conflict. Let's start with acknowledging that the problem exists and needs to be solved. Take note of the contradictions and roles of both sides in creating and leaving the issue. Be honest with yourself about your role in this situation.
- Think about what factors are influencing this problem, such as schedule, personal conflict, feeling overworked or hierarchy at work.
- Don't just look from your own point of view but consider the other's point of view as well. Seeing from both sides will help you understand the problem more fully.
Focus on the problem instead of the person. If the conflict is not personal, you should not attack anyone. Focus on the problem and figure out how to solve it. You cannot change the other person, and it is likely that you will still have to work with them. Even if you don't want to befriend them, try to focus on the current problem without making it a personal problem.
- You are more likely to feel personally assaulted for something, especially when it is related to your work. Try not to take things personally and keep things within the limits of your work.
Be a pioneer. Identifying the problem in the first place is important to prevent it from becoming worse in the future. If you notice a problem, point it out immediately. For example, you might hold a meeting to discuss a problem and work together to find a solution.
- Don't wait for the other person to come find you. Be the one to bring this up first, whatever your role in it.
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Part 2 of 3: Take control

Choose the right time and place to exchange. A quick chat at the desk between new email notifications or loud phone calls won't solve anything. Be thoughtful about communicating directly with the other person. You need the right place and time to raise issues without being disturbed.
- Decide whether you want to email or chat with them directly. If you are talking in person, find a place where you are not disturbed by other co-workers and do it at a time when you both have time to talk.
Ask See what's wrong. If someone has done something that makes you angry, or if you don't understand their actions, just “ask” about it and you'll see the difference. Don't assume that whatever people do is to annoy or harm you. Sometimes, they have good reasons. Many times, they don't even realize they've done something hurtful, and when you mention it, they'll tell you their intentions. Ask questions instead of accusing them. Try to keep a neutral stance and convey your question in the name of curiosity.
- "Hey, I don't understand why you ignored my question yesterday," or "I see you cut my job and I don't know why."
Listen to their point of view. When discussing with coworkers, do not see yourself as the center of attention. Be willing to listen to them, take their perspective, and consider their feelings. Give them a good amount of time to express their thoughts, feelings, and experiences. If they feel the need to act defensive, let them do it. Don't interrupt while they're talking.
- Do not take up this conversation to express your own opinion. You need to listen to them. Maybe you will gather more information and understand them better.
- Notice if they finished speaking. You can ask, "Is there anything else you'd like to add or tell me?"
Find out what you both agree on. Find common ground with the person. Perhaps that means both acknowledge that the problem exists and needs to be resolved. Maybe both of them think that to offer a solution, it is necessary to cooperate. Whatever it is, find "something" that everyone can contribute to.
- For example, if you feel bullied, you will both agree that you have a hard time getting along or sharing responsibilities.
- Say, “I want us to mediate. Find out what we can all agree on to continue this. ”
Sorry for doing wrong. Apologize for your responsibility in this case. Often, both parties involved have done something when a new conflict arises and develops. Admit that you contributed to the stress and show your regret and responsibility. Remember: you are not taking all your fault, you are only accepting responsibility for your fault in this matter.
- For example, you could say “I'm sorry I said hurtful things. I was very upset, but calling her that is not true ”.
Don't act impulsively. If a coworker says something aggressive or hurts you, try not to pay the hangover. You can say something that you will regret later or make the problem go out of control. When a conflict arises, take the time to think about it carefully before reacting. You may find that you have heard a mistake, misunderstood, or need further explanation.
- A hasty reaction may also mean that you reacted negatively.
Avoid accusations and blame. Try not to react defensively and blame the other person. Even if you feel like a victim, don't let your negativity go on them. You are more inclined to unmask them and tell others how badly they have behaved, but you need to behave properly because this is the workplace.
- If you want to express hurt or confused emotions, use the term "I". For example, say “I feel hurt when in a meeting you compete for my credit on that project” instead of “can't believe you did it. You are a bad guy! "
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Part 3 of 3: Find a solution

Invited Human Resources (HR). Human Resources can help you to resolve work conflicts. If that conflict worsens or you feel like quitting because of it, it's time HR should intervene. You can invite HR to take part in resolving this if this is a personal conflict, or you find workplace ethics deteriorating.
- HR will send someone to help you and the other person communicate in a more constructive way. A good mediator helps both parties find a solution on their own, rather than giving advice or forcing people to follow a certain solution.
Develop a plan to solve the problem. When you have finished communicating thoroughly, give possible solutions. Focus on the future and how each side responds more positively. Find out where the two of you can compromise or find ways to communicate more effectively. Create a different solution or collaborate with each other, like working in turns or writing things down instead of words.
- If you are unable to plan on your own, ask a manager or HR to help approach the problem.
- For example, if the person snatches you away during a meeting, say “I want to be heard too. Can you wait until I'm done talking? If you steal my word again, I will ask you to let me finish first. ”
Pursue the plan. Just offering a solution is not enough. Both must adhere to that solution. Discuss ways to show responsibility for both sides, even if that means the person has to join you or the boss will intervene. You need to create a mechanism to make them accept their responsibility. For any changes to take effect, you can ask HR to take action.
- For example, if you're having trouble balancing projects, assign tasks before the project starts so everyone feels fair. Ask someone to mediate for ideas on work.
Make the necessary changes. Depending on the nature of the conflict, you may need to make some changes, such as changing a job position in the company. For example, if a mediation cannot be found, consider moving to a different position within the company or to another department. If you know that talking to the other person will frustrate you or cause a problem, just engage in gossip. Do everything you can to avoid creating or aggravating the conflict. advertisement