Easily Exchanging Ideas, Information, and Innovation, Part 2
Conflict and Appreciation
When there is a possibility of confrontation, often the best plans of healthy interaction get swept aside. When there is conflict, normal communications often get bogged down in a “right” vs. “wrong” mentality. If you can deal with the issue as soon as it shows up, you’ll have an easier time than by waiting, hoping the problem goes away on it’s own. It rarely does.
Turning Conflict into Productive Communication
When you first know that an issue is causing conflict, confrontation, or is causing complaints, it’s important to deal with those involved directly—not through the rumor mill.
With conflict, ask each side to paraphrase the opposition to make sure that they correctly understand the issues. Find common ground by obtaining agreement as to the source of the conflict. Ask each side to write ten questions for the other side to answer in writing. (By writing issues down, it will often take some of the heat off and will force each side to think through their points very clearly).
After the answers have been exchanged, each person (or group) selects some ways that they might find compromise. Bring them together for further discussions and help each save face by showing them that changing positions is actually a sign of strength. (It is).
The Importance of Appreciation and Recognition
Many people in management believe that if the job is being done well, nothing needs to be said—that it’s only when something is not right that corrections need to be made. Human needs, however, dictate otherwise. Everyone needs to be recognized for their good work. This motivates them to continue that behavior. When people don’t feel appreciated, they often think, “What’s the point? Why make so much effort when my good work is not being recognized?”
Are you supporting people by recognizing them regularly? If you aren’t, start now. Or if you want to be recognized for work well done, but aren’t, here is a simple idea that either employer or employee can initiate.
If you are a manager who wants to begin this program, ask your employees to do the following:
On a monthly basis, have your employees write down all their accomplishments. Be sure they list the major and minor achievements. Most of us tend to dismiss the minor feats as not important. Here include them all. Then, as a manager, recognize each person in a way that they wish to be recognized (within reason). This will begin a shift that will positively affect communication and productivity.
If you are an employee that wants recognition, simply do the same task, and ask that it be put in your file. Before you begin, discuss this with your boss and explain why you’re doing it. If you’re lucky, your boss will like the idea so much he/she will ask others to do the same.
Turning conflict into a negotiable settlement easily and then appreciating and recognizing those who work for you are two skills that can make all the difference in creating a healthy workplace.
Easily Exchanging Ideas, Information, and Innovation, Part 1
