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处理工作中冲突和困难对话的有效方法

处理工作中冲突和困难对话的有效方法

分歧。争吵。对抗。

人们在与他人共事时,难免会发生分歧。虽然一定程度的“争吵”是正常的(甚至是健康的),但职场冲突可能很快升级为全面争斗,从而导致:

  • 协同作用和生产力的丧失;
  • 更高的人员流动率和人员流失率(由于有毒的文化);
  • 损害贵组织的声誉和招募顶尖人才的能力。

当地盘纠纷、政策分歧或个性冲突威胁到原本和谐的工作场所时,人们很容易将问题掩盖起来、指责他人或情绪化地做出反应。然而,这些防御机制可能会导致灾难性的后果。

但在你的监视下则不然。

虽然冲突不可避免,但冲突并不一定具有破坏性。事实上,只要管理得当,冲突对工作团队来说可能是有益的——可以激发创造性解决问题并改善工作关系。

因此,尽管您可能不愿意通过不愉快的谈话来解决工作中的冲突,但最好还是勇敢面对。使用 Exact Staff 的建议来专业地处理这种情况,并获得您想要的结果:

直率而富有同情心

如果话题很严肃,就不要拐弯抹角。跳过闲聊,从一开始就明确表达关切。但请记住,对方可能难以接受所提出的反馈。通过解释您希望所有相关方都获得最佳结果来引导对话。

积极倾听

这项关键的冲突解决技巧表明参与者理解并关心对方的观点。要采用积极倾听技巧,指导每个人:

  • 不加评判地倾听,等对方说完再做出回应。
  • 总结并重述对方所说的内容,探究澄清。
  • 创建包含两部分的回复:指出对方表达的感受,并说明他有这种感受的原因(例如,“听起来你对约翰的迟到感到恼火。”)。

控制情绪

不要让挫折或愤怒破坏努力。如果人们开始情绪化地做出反应,请集中精力解决眼前的问题。如果有人失去冷静,请稍事休息并提醒参与者,现在是坚持事实并努力解决问题的时候了——而不是发泄。

永远不要假设

允许员工陈述他们的观点并提出问题。通过倾听他们所说的话(而不是仓促下结论),您可以增加他们接受您制定的解决方案的可能性。

关注行为

让谈话围绕工作行为进行,绝不允许人身攻击、辱骂或以偏概全。

做出改变

一旦每个人都有机会陈述自己的观点,就讨论并承诺做出解决冲突所需的改变:

  • 让参与者说出其他人可以做更多、更少、停止或开始的事情(再次关注行动和行为)。
  • 使用妥协的领域作为起点(即,是否存在每个人都同意的某一点?)如果不存在一致的领域,则将重点放在共同的长期目标上并从那里开始。
  • 确定需要做什么才能实现商定的目标。
  • 讨论结束后,每位参与者都会采取具体步骤来解决冲突。

成功地处理冲突绝非易事,但其回报——更加和谐的工作环境,让员工可以专注于完成出色的工作——是值得付出努力的。

需要能够解决问题而不是制造问题的人才吗?

Exact Staff 将推荐具有经验和软技能的候选人来解决您最棘手的问题并建立协作文化。 联系我们的国家就业机构 今天来了解更多。

 

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