How to resolve a workplace conflict?
27 September 2007
Read by 1904 persons
According to HR specialist Ghislaine Labelle, the quicker you address a conflict, the better your chances of restoring harmony.
In the office, it's a cold war. Two secretaries disagree on the best work methods. They haven't spoken in months, hoping time will solve the problem. Ghislaine Labelle, an organizational psychologist and certified HR consultant, says they're wrong. Conflicts worsen when ignored. The key to solving the problem? Express your dissatisfaction!
Conflicts between colleagues
If you have trouble working with a colleague, ask to talk to them. "Clearly express your dissatisfaction using "I" statements, without accusing the other person, and state your expectations," suggests Ms. Labelle. For example, instead of saying "You never want to listen," you can say, "I'm disappointed that you refuse to collaborate on this file. I'd like us to sit down to better define our respective tasks." This way, you can find a solution together.
Ms. Labelle, author of the book *How to defuse workplace conflicts*, emphasizes the need for open-mindedness to achieve understanding. "If communication is really too difficult, ask for help from a third party, such as a manager or HR representative."
Conflicts with the boss
The same approach is recommended for resolving a conflict with your boss. "Ask for a meeting to express your dissatisfaction. You'll have a better chance of success if you cite concrete examples of conflict situations and clearly express your needs."
Is your supervisor intimidating you? Before talking to them about the problem, refine your approach with the help of someone you trust. This could be a friend, a colleague, or an HR representative.
Managers, listen!
When managing a work team, you need to quickly detect conflicts arising between employees. This will prevent a simple argument from poisoning the office atmosphere. Ideally, the manager should ask the employees involved to resolve their problem between themselves. "If this is not possible, they will meet individually to understand their grievances. Then, they will bring them together and act as a mediator to facilitate communication between the parties," says Ms. Labelle.
Published 09/27/2007
Carriere.jobboom.com
In the office, it's a cold war. Two secretaries disagree on the best work methods. They haven't spoken in months, hoping time will solve the problem. Ghislaine Labelle, an organizational psychologist and certified HR consultant, says they're wrong. Conflicts worsen when ignored. The key to solving the problem? Express your dissatisfaction!
Conflicts between colleagues
If you have trouble working with a colleague, ask to talk to them. "Clearly express your dissatisfaction using "I" statements, without accusing the other person, and state your expectations," suggests Ms. Labelle. For example, instead of saying "You never want to listen," you can say, "I'm disappointed that you refuse to collaborate on this file. I'd like us to sit down to better define our respective tasks." This way, you can find a solution together.
Ms. Labelle, author of the book *How to defuse workplace conflicts*, emphasizes the need for open-mindedness to achieve understanding. "If communication is really too difficult, ask for help from a third party, such as a manager or HR representative."
Conflicts with the boss
The same approach is recommended for resolving a conflict with your boss. "Ask for a meeting to express your dissatisfaction. You'll have a better chance of success if you cite concrete examples of conflict situations and clearly express your needs."
Is your supervisor intimidating you? Before talking to them about the problem, refine your approach with the help of someone you trust. This could be a friend, a colleague, or an HR representative.
Managers, listen!
When managing a work team, you need to quickly detect conflicts arising between employees. This will prevent a simple argument from poisoning the office atmosphere. Ideally, the manager should ask the employees involved to resolve their problem between themselves. "If this is not possible, they will meet individually to understand their grievances. Then, they will bring them together and act as a mediator to facilitate communication between the parties," says Ms. Labelle.
Published 09/27/2007
Carriere.jobboom.com
