PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Business Mentor, Consultant And Trainer
Process Industry Consultant / Soft Skill
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Dinesh DivekarDear Nijan,
My comments are as below:
a) If that "Team member" is senior then why he did not get promotion? Why is he slogging at lower level? If team member has capacity to handle any situation then why you do not give him the work that commensurate his stature?
b) If Team Leader reviews the work of junior then what is wrong? He has used his legitimate power or decision making power. However, what needs to be found out is that was it routine quality check? Did some major errors came out in quality check or was it just nitpicking?
c) Finally who is responsible for the delivery? Is it team leader or team member?
d) I recommend you removing that team member and give him some different work. Otherwise issues of this kind will continue to come up. Else his position demand acceptance of the authority of team leader in toto notwithstanding the fact that team leader could be younger to him.
e) In Thomas-Kilman Conflict mode of instrument, this is a process conflict. From thereon, it has escalated to relationship conflict.
f) Tell your manager to draw strength/weakness profile of both the persons. Let them be given the task accordingly. Secondly, you need to foster culture of collaboration in your company. Ideally, they should have solved problems at their level.
By the way, I conduct training on "Conflict Handling Skills" or "Conflict Management". You may organise this training to your staffs on these skills.
Dinesh V Divekar
From India, Bangalore
Sharmila DasDear Mr. Nijan,
Conflicts happen now & then in all organization within teams, outside of teams or in a group and sometimes between induviduals of different group as well. The reason for conflicts majorily is due to own thoughts and feelings, to overcome such issues the HR needs to set behavorial standards. All you need to do is prepare a canon (rule sheet) as modus-operandi to such fracas -- The rules are set, and set are its consequences one who break the rules --
- No disrespectful speech and physical harm or physically hurting
- No one calls by names that offends each other
- No eye rolling when one speaks to the other
- No hands on hips (especially on a warming conversation), no lip-smacking or balled fists with crossed arms.
- Body language should be normal with no attitude.
- No offensive or defensive language
Take signatures of each and every member /employee and keep it on clear instructions that the member will be moved to different process if found guilt.
To your query:- Keep your wits open and listen to both the sides. When it comes to your judgement keep it active by supporting the positive side and it doesn't mean that you leave the rest to another, you can maintain an eye-contact and understand the perception as a whole. Yiu are meant to be supporting team and not individual. Therefore, you need to explain or educate each member that they make a team in one thus, productivity and feeling of cooperation.
From India, Visakhapatnam
doondi reddyMake them work Individually and report to you.(if you want to retain them, other wise give more targets and sack them and go for fresh HIRE....New generation People are coming INTEL i5 processor, very fast to do work, am talking only about talented ppl not all graduated people)
it's not only with you or your Organization.
today i can say with 100% Confident i can that in 10 out of 7 Organizations this situations happens.
From India, Bangalore
V.RaghunathanHello Mr Nijan,
You have got some very good responses from our elite members.
Hope they are useful to you.
You have not mentioned your own position with respect to the
two who are having a conflict. If you are junior to both of them,
then you have to carefully escalate the problem to higher levels
to get an effective solution.
The time tested maxim not to have conflicts is
FOCUS ON THE ISSUE NOT ON PERSONS.
Ideally it should be repeatedly educated to all persons in times of PEACE.