Please suggest ways for a superior versus team issue to be sorted. team has complained about the rude behaviour of their head and what course of action to follow to resolve the conflict
From United Arab Emirates, Abu Dhabi
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From United Arab Emirates, Abu Dhabi
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Conflicts are not well-bred and they are loutish. Instead of concluding a solution hitherto complaints made of a team on a head or anyone in specific, an HR or the concerned authority looking into such issues should respond by taking a written complaint from the members and conducting a thorough exploration to get to the core of this issue. You need to probe the team members about the basis on which the dispute started.
Techniques to Resolve Team Conflicts
- Confront the Issue: Apparently, the source of conflict must have originated initially with one person within the team. Find out what the need for such involvement is. The HR needs to show slight criticism to infer if such a person is at fault in the situation.
- Individual View: Call the team members separately and ask each of them to represent the issue on paper to check the proximity. This will establish an understanding of the issue. The same should be followed by the head on whom the complaint was raised.
- Fair Assessment: Whoever is at fault, being all employees of your organization, a fair practice of self-decree should be adopted. Maybe a need to counsel the HOD and the team would sometimes be good to resolve this issue.
- Strengthen Your Employees: It doesn't matter if you have to sit with individuals, ensure every member is encouraged to maintain integrity to work for better result orientation.
- Conduct Training: To get along and work as one requires extra upsurge; therefore, conduct a meeting kind of training or an outing to restore the strength of such a team and its head along with members.
The above should take 3-4 days to enhance the team and have a pep talk to settle their disturbing minds.
From India, Visakhapatnam
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995Techniques to Resolve Team Conflicts
- Confront the Issue: Apparently, the source of conflict must have originated initially with one person within the team. Find out what the need for such involvement is. The HR needs to show slight criticism to infer if such a person is at fault in the situation.
- Individual View: Call the team members separately and ask each of them to represent the issue on paper to check the proximity. This will establish an understanding of the issue. The same should be followed by the head on whom the complaint was raised.
- Fair Assessment: Whoever is at fault, being all employees of your organization, a fair practice of self-decree should be adopted. Maybe a need to counsel the HOD and the team would sometimes be good to resolve this issue.
- Strengthen Your Employees: It doesn't matter if you have to sit with individuals, ensure every member is encouraged to maintain integrity to work for better result orientation.
- Conduct Training: To get along and work as one requires extra upsurge; therefore, conduct a meeting kind of training or an outing to restore the strength of such a team and its head along with members.
The above should take 3-4 days to enhance the team and have a pep talk to settle their disturbing minds.
From India, Visakhapatnam
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Conflict Resolution & the Project Manager.pdf
Conflict resolution Activities.doc