Hi, I have recently joined a company as an HR professional, and my manager requested me to study the company during the first week and provide feedback on what I have learned and understood. He also asked for suggestions for any improvements if I identify any issues. While observing the work culture and employees of the company, I noticed that although all employees are performing well and delivering output, there seems to be a cold war between different departments within the company.
After one week, I provided feedback to my manager regarding the company and its organizational culture. I mentioned what I observed, particularly the cold war between departments. My manager acknowledged this issue. He mentioned that he had not been too concerned about it initially as it did not seem to impact the work. However, he noted that recently, some employees began taking it personally, leading to ego clashes that were indirectly affecting the work.
He requested me to consider measures to reduce this conflict and eventually resolve the situation. After giving it some thought, I suggested implementing extracurricular activities where members from various departments could come together to form groups. We could organize games, events, and other activities to facilitate interaction among employees from different departments, thereby reducing ego clashes.
I understand that this may not be the only solution to the issue at hand. I would appreciate it if you could provide me with more ideas on how to address such a situation.
Thank you.
From India, Trivandrum
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After one week, I provided feedback to my manager regarding the company and its organizational culture. I mentioned what I observed, particularly the cold war between departments. My manager acknowledged this issue. He mentioned that he had not been too concerned about it initially as it did not seem to impact the work. However, he noted that recently, some employees began taking it personally, leading to ego clashes that were indirectly affecting the work.
He requested me to consider measures to reduce this conflict and eventually resolve the situation. After giving it some thought, I suggested implementing extracurricular activities where members from various departments could come together to form groups. We could organize games, events, and other activities to facilitate interaction among employees from different departments, thereby reducing ego clashes.
I understand that this may not be the only solution to the issue at hand. I would appreciate it if you could provide me with more ideas on how to address such a situation.
Thank you.
From India, Trivandrum
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Kindly request your manager to share his views as he has been there for quite a while. He must have some thoughts about it. Please prepare and circulate a questionnaire seeking the views of all your employees on how to build interpersonal relationships among yourselves that would benefit the organization and employees as well. Moreover, your employees must understand the organizational goals and align their personal goals with them. They have not been hired to disrupt the work culture for selfish reasons. Does your company have a policy on work culture and standards set for the best performance?
On a top priority basis, find out the root cause of conflicts or cold wars between employees. What is driving them to fight besides ego? I am certain that someone is trying to mislead employees in both departments; otherwise, it wouldn't have escalated to this extent. If the department heads are mature personalities with strong leadership skills, I am confident they wouldn't have allowed this to happen. Please study the attitudes of the HODs.
With profound regards,
From India, Chennai
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294On a top priority basis, find out the root cause of conflicts or cold wars between employees. What is driving them to fight besides ego? I am certain that someone is trying to mislead employees in both departments; otherwise, it wouldn't have escalated to this extent. If the department heads are mature personalities with strong leadership skills, I am confident they wouldn't have allowed this to happen. Please study the attitudes of the HODs.
With profound regards,
From India, Chennai
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In addition to what you have noticed so far and the thoughts contributed by Mr. Khadir, please consider mine:
Understanding Silos and Their Importance
What are silos beyond the theoretical definition, and why are they important, if at all they can be?
Identifying Influencers and Passive Members
Have you been able to identify the influencers and the passive ones in each team?
Influencers' Impact on Team Dynamics
What are these influencers using to instigate others to camp against each other?
Managing Without Burning Bridges
How have the managers so far managed them without burning any bridges?
We value professional behavior, yet objectivity often remains a far cry. Have you found a leader in this organization who's figured out how to rise above the situations? Observe him or her; you will get the best solution and a program to run for your company.
Most often, it's not an offsite or a training program that can change behavior, but top-down management involvement.
Here's a few situations that I could work through; trust it helps Hocus Pocus.
From India, Mumbai
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Understanding Silos and Their Importance
What are silos beyond the theoretical definition, and why are they important, if at all they can be?
Identifying Influencers and Passive Members
Have you been able to identify the influencers and the passive ones in each team?
Influencers' Impact on Team Dynamics
What are these influencers using to instigate others to camp against each other?
Managing Without Burning Bridges
How have the managers so far managed them without burning any bridges?
We value professional behavior, yet objectivity often remains a far cry. Have you found a leader in this organization who's figured out how to rise above the situations? Observe him or her; you will get the best solution and a program to run for your company.
Most often, it's not an offsite or a training program that can change behavior, but top-down management involvement.
Here's a few situations that I could work through; trust it helps Hocus Pocus.
From India, Mumbai
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Strategies for Improving Organizational Culture
1. Have a simple and clear Company Vision & Mission Statement.
2. Have all employees set their goals professionally.
3. Align individual, team, and company goals.
4. Ensure good communication across teams.
5. Have team-building activities periodically.
6. Provide regular training. Top management needs it as much as lower-ranking employees.
7. Let your manager know that conflicts should be resolved at an early stage. Digging a well when thirsty is too late.
8. In this case, they neglected and allowed it to grow just because immediate work was not getting affected. Learning leadership skills will help them.
From India, Mumbai
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1. Have a simple and clear Company Vision & Mission Statement.
2. Have all employees set their goals professionally.
3. Align individual, team, and company goals.
4. Ensure good communication across teams.
5. Have team-building activities periodically.
6. Provide regular training. Top management needs it as much as lower-ranking employees.
7. Let your manager know that conflicts should be resolved at an early stage. Digging a well when thirsty is too late.
8. In this case, they neglected and allowed it to grow just because immediate work was not getting affected. Learning leadership skills will help them.
From India, Mumbai
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I do not know much about your company, but looking at the report given, the problem is simple: employees in one department do not know what is going on in the other departments. There are erroneous impressions about the various departments. What can be done, therefore, is to effect inter-departmental transfers of employees. The misconceptions employees in one department have about others in other departments will minimize and eventually fade out completely.
From Ghana
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From Ghana
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Chapter XVI - Organizational Conflict, Politics, and Change.ppt
VALUES, ORGANIZATIONAL CULTURE.pdf
Changing Organizational Culture.zip