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Tag: Conflicts

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The Art of Managing People in the Field of HR

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Managing people is for people who are passionate about helping others to succeed, who can bring out the most of the teams. Managing people is much more of an art than it is science.

“Good Management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” – Paul Hawken

As a manager, it isn’t easy to manage a group of people. In short, your employees are the ones making your vision a reality, and making sure they do it efficiently. Here are the six basic tips to effectively manage people.

Maintain a Good Communication

It is essential to communicate well to keep the loop about ongoing projects, goals, and deadlines and inform them about going-on within the organization. Giving your staff a feedback to feel that they can approach you with any questions or issues they want to address.

Building Positive Working Relations

Having strong relationships leads to a better work. It is also important to know the members of your team individually.

Acknowledge Good Work

Provide your staff with a positive feedback it will help to build their confidence and encourage them to get more involved in the future.

Be Real

By showing the human side of yourself and allowing your staff to get to know you a bit better, your team will feel more relaxed and comfortable approaching you.

Be Decisive

A good leader needs to be able to assert their authority and make important decisions for them. Behind every success of any organization, is the quality of leadership exhibited to the employees, that motivates them to do better.

Delegate Jobs to the Right People

An employee can either be the key to your success or be the reason for your crushing downfall. This is why it is vital that you establish a relationship with your team and get to know them individually to access what their strengths are.

Manage Conflict

Conflict in the workplace should not be ignored. It could lead to a negative atmosphere, which could have implications for staff productivity and communication among the team.

Set a Good Example

It is essential to set a good example to gain their respect.

Being an effective manager is about more than just driving your employees to hard work or more efficiently. Being the manager, you are responsible for leading your staff in achieving the overall goals by communicating clearly and effectively.

“Management is, above all, a practice where art, science, and craft meet.”

– Henry Mintzberg

Management would be easy if everyone managed were hard-working, collaborative, and had a great attitude and exceptional talent. Managing is also often associated with leading. While complementary, the two skills don’t automatically come together. A good manager is someone who finds the right mix to accomplish the goals set by the organization. The leaders are able to inspire employees to do their best because they foster a stimulating working environment that thrives on collaboration and within which people feel valued and appreciated.

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How to Promote Effective Teamwork

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“Teamwork, coming together is a beginning; keeping together is a progress; working together is a success.”

– Henry Ford

Effective teamwork is both profoundly simple and difficult at the same time. This is why so many teams struggle to get the relationships, interaction, and the task execution right. Teamwork is important for the success of all businesses. This is why teamwork is so important in the professional world.

It brings new Ideas

It will benefit the business to have a unique perspective to succeed in a competitive world.

Teamwork helps solve a problem

By working together as a team, can help to find the solution that works best. Brainstorming and collaborating within the group can solve difficult problems and exchange ideas and come up with creative ways of doing things.

It’s supportive

Teamwork creates a system to ensure that deadlines are met and that there’s high-quality work.

Teamwork builds morale

Offer an idea that helps improve productivity, such as a new filing system, confidence and trust are built within the team. By working together, contribute something that produces results.

Good teamwork is essential for high performance in any business or non-profit organization. Good teamwork is essential in all organization. It signifies that:

  • People are working towards a shared purpose and common goals and
  • In so doing they are sharing their varied skills in complementary roles and in cooperation with each other.

Good teamwork creates a synergy where the combined effect of the team is greater than the sum of individual perspectives, experience, and skills to solve complex problems, creating new solutions and ideas that may be beyond the scope of any one individual.

Improving teamwork in the workplace is a common challenge faced by many managers.

  1. Be a Good Leader

Effective leadership is one of the most vital components of good teamwork. The team’s leader should lead by example.

  1. Practice Clear Communication

Communication is the important factor of all interpersonal interactions. Team members must share their ideas, point of view, and opinions.

  1. Define Responsibilities

Define each team member’s role and responsibility to have a more effective and responsive outcome.

  1. Conflict Resolution

Conflicts and misunderstanding are quite likely to arise no matter how well a team functions. And any conflicts or tension must be resolved as quickly as possible to prevent communication breakdowns and division of team members.

  1. Remain Positive

A leader must set a good example for good teamwork. In order to keep team members positive, committed and motivated, the team leader himself needs to exhibit these qualities.

The team has basic needs that must be acknowledged and fulfilled if you expect your teams to experience their greatest success. Successful teamwork is the cornerstone for creating a functioning, contributing team.

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Combat Negativity in the Workplace

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Nowadays, negativity is an increasing problem in the workplace environment. Human Resource is one of the key departments of every organization and is one of the primary solutions to deal with workplace negativity. The duties of an HR must be performing for the benefits of the organization as a whole. HR professionals should inform all employees about the detrimental effects within the organization. Gary S. Topchik states that negativity is an increasing problem in the workplace and often results in loss of confidence.

Workplace conflicts can be one of the greatest causes of employee stress. When a negative workplace is being allowed to persist, it can begin to affect everyone in the company. Managers or HR professionals should at least learn about workplace negativity.

As a leader, preventing negativity by recognizing early warning signs, and the best method of handling it. Negativity is in gossip, attitude, general communication, and even a warp in a business’s outlook. Negativity in the workplace drains energy and diverts attention from productivity and performance. Because of this, leaders need to be proactive in maintaining a culture of possibility. Leaders should communicate with the key perpetrators for them to understand the impacts of their behavior.

It is important to express positive language by sharing success stories and co-worker’s successes. Staying active and engaged will also promote a healthy work environment and allow leaders to lead by example. Negativity is contagious and if a change in attitude is the goal, it starts with being the example, for others to follow. Changing habit isn’t easy. Leading by example includes showing your team how to communicate and interact with others and be the model who they want to see. Honest communication holds a strong and successful relationship with leaders, managers, and employees.

Negative thinking can spread like wildfire across a positive workplace. It’s insidious and difficult to understand and control. But, employers have the opportunity to keep employee negativity from gaining a foothold.

These eight tips will help you cut workplace negativity.

  1. Provide opportunities for people to make decisions about and control and/or influence their own job.
  2. Allow people to express their opinion about workplace policies and procedures. Changes to these can cause serious negative responses. Provide timely, proactive responses to questions and concerns.
  3. Treat people as adults with fairness and consistency.
  4. Treat your employees as if they are trustworthy and worthy of your respect—because they are. Employees have radar machines and they are scoping out their work environment.
  5. Do not create rules for all employees when a few people are violating the norms. You want to reduce the number of rules directing the behavior of adult people at work.
  6. Help people feel included—each person wants to have the same information as everyone else. Provide the context for decisions, and communicate effectively and constantly.
  7. Afford people the opportunity to grow and develop. Make your commitment to employee growth and development by creating mutually developed career path plans for every employee.
  8. Provide appropriate leadership and a strategic framework, including mission, vision, and goals. People make better decisions for your business when you empower them with the information they need to make decisions that tactically align with your general direction.

Combating negativity is not an impossible challenge, you have to go about it in a strategic manner. As an individual, you have the power to make a change. Preventing negativity can start with one single person taking action. Will you be that person? All it takes is having the courage to start and take a stand against negative behaviors and actions.

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How to Solve Conflicts at Work

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Before we can handle clash and fights between employees, we need to know what conflict is.

Most books and articles almost say the same exact thing, “Conflict is not that bad”. Shifting our sights into the viewpoint of an optimistic person, we will see that conflict is a good thing. Not because of the tension that it builds but how it makes an opportunity for growth and development.

Of course, there is a certain degree of conflict that is healthy in the workplace and when to say it’s already toxic. Let’s not put it to the point that the managers will wonder “Why did our good employees quit?”.

Psychologists would say that conflict is a normal thing. Blaming the so-called Human Nature. With different backgrounds and personalities, conflict is inevitable. The workplace is where you get to meet different kinds and types of people. The workplace becomes the breeding ground for conflict and disagreements.

There are things that can cause conflict in the office and it does have its consequences. Loss of productivity, poor employee health, and the high risk of litigation are the primary effects of an unresolved conflict. Any company would do their best to resolve it as soon as possible to get their company back on track.

There are diverse ways of solving conflicts in the office as an HR:

  1. Set the ground rules by asking both parties to respect and be reasonable to each other.

    Let them try to understand each individual’s viewpoints.

  2. Ask both sides to describe the problem at hand and ask them how can the conflict be disengaged.

    The HR should notice that when this step is happening that employees may use the “you” and “I” statements. They should focus on the behavior problem, not the person itself.

  3. Let each other repeat or restate what the other had said.

    This step will ensure the person will get each other’s point. In a similar way make them feel what it’s like to be in each other’s shoes.

  4. Summarize what is the problem and try to get an agreement from them.

    Now that you have both sides of the story create a summary accommodating the needs of both parties.

  5. Create solutions that will address the problem.

    Analyze each option and make sure there is an understanding between both parties.

  6. Let the parties shake hands, say sorry and let them say thank you before ending the meeting.

    It might be a little cliché for adults to do this kind of thing, but it is important for them to end the meeting by reconnecting themselves.

It is normal to have arguments and misunderstandings in the workplace. We should act as professionals and learn to adapt to different people. We should not make mountains out of molehills. Conflict can change the productivity in the office, so we should learn to avoid or at least mitigate them. Always try to build a good relationship with your executive researchers, fellow employees, managers, and your bosses.