I can understand how that would be hard to handle after working so hard. Whether you agree with their point or not, everyone wants to know they are heard and understood. Last, ask each party to offer their ideas for resolution. Most of the time, employees just want to be heard and contribute to the solution. Most importantly, whatever you do, never take sides. This will only fan the flames and make the issue worse. As a leader, you should be as objective as possible.
Make sure you help employees learn the difference by pointing things out during the conversation. An employee may not realize they are being destructive. Never rule out the need for organizational changes. Sometimes, if necessary, you can improve employee focus and the workplace dynamic by reorganizing teams, changing your structure, or revise something that you are doing.
Keep in mind that if the conflict continues, it could seriously impact productivity and performance. As a leader, that is the last thing that you want to happen. One antagonistic employee is enough to wreak havoc on the rest. For a few troubled employees, talking out a situation might not be enough.
Generally, employees with these types of problems will likely have communication issues. If you find much discord among your staff, perhaps it is time to teach them a few essential communication and problem-solving techniques. Personality assessments and training might help your employees communicate more effectively as a team.
Such courses will also teach them how to articulate their thoughts and emotions in a nonthreatening way. The techniques they learn will help them solve conflicts before they blow up. After the conversation, document it for your records. Remember to document only facts.
Do not record emotion or behaviors. This could cause you to lose friends. Nicolette Tura, MA. Try to talk out your issues in a polite, respectful way. Get the ball rolling by asking something like "Is this a good time to have a conversation? Not Helpful 0 Helpful 0. Try to start the conversation with gratitude and appreciation.
You start off by saying "I really appreciate everything you do" before diving into the root of the issue. What if this person is a friend who really likes me but who I think is annoying? Limit your time with this person. Or, spend time with him in a group or larger setting that takes the pressure off you being one on one, which can lead to more feelings of annoyance.
Not Helpful 0 Helpful 5. I live in a group home and my roommate is extremely bipolar. I am very nice to her and buy her things when she is broke, but she is very depressing and lays in bed all day. She's also a thief, she goes in my closet and takes my things. What should I do? Can you stay in another room? There isn't much you can do except for lock up all of your belongings so she can't get to them. Her emotions you will just have to be patient as possible with.
It sounds like she needs to take medication if she isn't already. Take a break, you don't have to be around people you don't like all the time. Even if they are an authority figure in your life, you have the right to say you're kind of busy and need to go.
Or, if they really are testing your patience and you just feel like exploding, walk away, put in some earbuds and just breathe. Put simply: ignore them in the politest way possible before going to more extreme options. Not Helpful 0 Helpful 4. Not Helpful 1 Helpful 8. Try to avoid him and focus on your own life. You don't have to stop talking to him but you can keep things formal that way you'll still be connected with him in a way without him draining you. Also, try speaking to him about it, not with the intention of solving conflicts but just to let it all out.
You'll feel so much better. Not Helpful 15 Helpful Include your email address to get a message when this question is answered. It is good to be kind, loving, soft, and gentle. Helpful 0 Not Helpful 0. Recognize when positive measures may not work. You are ultimately the judge of your situation. Choose wisely before acting on impulse alone. If someone is repeatedly disrespectful, rude, threatening, or violent towards you then it might be better to solve the problem permanently.
Helpful 24 Not Helpful 3. Related wikiHows How to. How to. Authentic Living Expert. Expert Interview. More References About This Article. Co-authored by:. Co-authors: Updated: October 7, Article Summary X To tolerate someone whose personality clashes with your own, stay polite and professional when you have to interact with that person.
Thanks to all authors for creating a page that has been read , times. Sadly, to begin with there was a quarrel with the two of us over different issues, and some things that were said hurt my feelings. After a meeting with my senior supervisor, I began to understand the other person's problems. Instead of becoming annoyed and irritated at their unprofessional behavior, picture them as a child wearing a diaper and throwing a temper tantrum. This allows you to take a step back and not engage.
Remind yourself of the contributions that the other person brings to your company or your team. Focusing on the positive helps us to at least get back to a neutral space and look at things a little more objectively. I have some ideas about how we might be able to work together more effectively and I would like to hear your thoughts. If you are unable to communicate either because you are too angry or the other person is, then walk away gracefully rather than standing your ground and allowing things to escalate.
It is important to keep track of the confrontations. If you are not able to de-escalate the conflict early on, take the issue to your immediate supervisor or someone in your HR department and have a neutral party mediate the situation.
Conflicts should never be swept under the rug. You have a responsibility to the other employees to get control of this situation. Clients rely on her skills, knowledge and expertise to prevent 6 and 7 figure lawsuits and more importantly to avert workplace violence.
Carol can be reached at carol violence-free. All Rights Reserved. Blog Menu.
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