Avoid Workplace Conflicts, Learn The Secrets Of Working Well Together

Be Proactive & Resolve Conflict in the Workplace.

Sat, 15 Sep 2007 07:25:15 GMT

Generally speaking, managers who successfully manage workplace conflicts in their organizations will experience lower rates of complaints than managers who fail to do so. Additionally, informal resolution of complaints terminates further administrative processing and related costs.

Finally, old-fashioned civility can bring a sense of peace and harmony to an otherwise stressful workplace and ensures employees that working well together can be a top priority. Incivility in the office carries a very high price in both human and financial terms. Conversely, a more civil workplace environment means a better quality of life for employees. Higher quality of life for your employees means higher-quality work, which is indeed an incentive to all organizations to foster a �culture of civility� at work which ultimately reduces job stress.

For more information on Judith's "resolving workplace conflict" seminars and consultations, visti her website at http://www.insidetheworkplace.com

Or,

Contact Judith Munson 800-346-4290

judith_munson@yahoo.com

To Avoid Workplace Conflicts and Work Well Together, Here is More On Bullying Behavior And Solutions!

Wed, 12 Sep 2007 15:38:43 GMT

Below are helpful tips for managers who recognize that a specific employee may be behaving in a bullying fashion in the workplace: This causes other people in the workforce to not work well together and not be able to avoid workplace conflict which slows down production, causes job stress and increasing workplace anxieties. This ultimately affects the company's bottom line if not handeled properly.

Many bosses are so afraid of being hit with discrimination-based lawsuits for confronting an employee over his or her disruptive, bullying behavior that they simply look the other way. But if you are a manager, do not allow lawsuit fears to interfere with taking action. Be sure to discuss the issue first with your human resources department, and have an HR representative present to act as a mediator when meeting with the employee in question.

Be sure to have several specific, documented examples of the employee�s negative behavior to present at the meeting and how it negatively affects the other employee's attitude of working well together because of the workplace conflict. As you listen to his or her responses, be understanding (to a point) but firm, and make sure the employee understands that these actions are upsetting coworkers and disrupting their ability to do their jobs.

Never allow the employee to direct the conversation back to any employee(s) who may have lodged a complaint � make sure the person is aware that this meeting is about him/her.

Be crystal clear about the behavior you want halted. Should there be another incident after your meeting,
inform the bully that his or her job may be in jeopardy if an improvement in behavior is not seen immediately. (Many managers put this warning in writing to drive home just how important the command is).

Talk with your superiors in the company about the issue. Tell them that if this workplace conflict isnt stopped the job stress that is caused by it will lead to lower production and higher absenteeism. People who have been on the job longer may be able to offer some helpful insight into combating this kind of detrimental behavior and dealing with other �workplace conflicts.� Surely, everyone has had at least one on their staff at one time or another.

Take the employee out to lunch. Removing a bully from a workplace environment that otherwise works well together could bring about a reversal in the manner in which he or she normally behaves, paving the way for directly addressing the issue at hand.

Often, the person will be unaware of the fact that he or she is even acting like a bully � ambition, humor, and aggressiveness have ways of being greatly misinterpreted.

Be sure to check in with your other employees after you�ve had your meeting. Oftentimes the bully, out of anger or spite, will take the bullying outside the office, where he or she may feel immune to chastisement. This could present an even more severe problem, since the bully�s threats could become more serious.

If you have problems with your employees not working well together, feel free to contact me.

Judith Munson CEO http://insidetheworkplace.com

1-800-346-4290 OR judith_munson@yahoo.com

The Secrets Of Working Well Together and Avoiding Workplace Conflicts!

Mon, 10 Sep 2007 10:45:38 GMT

How to Stop Bullying Behavior in the Office: A Guide for Managers that would like to learn the secrets and benefits of working well together.

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As a manager you must be able to do many things at once. One of your primary tasks involves being the eyes and ears of your division, being on top of all matters that affect your employees in the workplace � both positively and negatively.

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Of course, it�s impossible for you to know about your employees and whether or not they are working well together because its hard to keep up on everything that�s going on behind the scenes. But if you begin to notice a marked change in either the behavior or quality of work of a previously exemplary employee (or employees), you may want to pay close attention to the dynamics of your staff.

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Do you notice that there is an employee who seems to intimidate his or her coworkers? Perhaps someone who is a master at grandstanding, prone to making loud jokes (at the expense of others), or who seems to simply provoke negative feelings around the office? Unfortunately, you may have a problem on your hands that is not that uncommon � an office bully.

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Keep checking back for more information in this blog or

Contact Judith Munson directly.

Judith Munson 1-800-346-4290
or judith_munson@yahoo.com

Ask Judith About The Secrets Of Working Well Together and Avoiding Workplace Conflicts!

Sun, 28 Jan 2007 09:35:14 GMT

Ask Judith about the secrets of working well together and avoiding a lot of everyday job stress.

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Dear Judith,
There is a new co-worker that I am having trouble working well together with even though I find her to be a pleasant enough person, but I can't stand the music she listens to all day. It's loud, and is played all day. It distracts me from my work or I can't hear on the phone when I'm talking to customers. It's driving me crazy. What can I do in order for our working conditions to be productive for both of us? Mary D., Chicago, IL

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Ans: I'm assuming you work in a cubicle instead of your own office which can make things more difficult to concentrate on your projects or to listen on the phone. The best way to handle this type of workplace conflict is to go directly to the person you're having a conflict with instead of with another co-worker. Go to this person and ask if they would be willing to talk with you. Tell them there is a problem and you'd like to talk to them about it. Set up a time and place where you won't be interrupted and where it's private.

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Then do the following:

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Your Turn: Thank the other person for meeting with you. Ask them why they play the radio all day. Explain to them that it's very distracting and you are having a hard time concentrating.

Their turn: Let them explain their side of it. Listen without talking or interrupting, but do let them know by your body language that you are listening.
Ask if the two of you could come up with some ideas to help both of you.

Suggest that the two of you write down solutions to the problem...for instance maybe the other person could wear head phones or perhaps not have the radio on until later in the day when things aren't so hectic.

Once you've agreed to the solutions, pick a time frame for a trial run. I would say one week.

Meet again after one week to see if things are working all right. If not, brainstorm new ways to solve the problem.

By doing this, you're going directly to the person involved and not everyone else. By asking for a time to meet you're involving that person in the resolution process. You'll find this works much better than complaining to others or letting your anger build up until it's a problem for your supervisor to resolve.

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Contact Judith Munson Directly at:�1-800-346-4290

or judith_munson@yahoo.com

Welcome to the secret of working well together Blog Where You Will Learn How To Avoid Workplace Conflicts!

Sun, 28 Jan 2007 09:28:01 GMT

Hi, Judith here, of Inside the Workplace, Teaching the secrets of working well together and avoiding workplace conflicts.

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This column was created to teach the secrets and benefits of working well together.

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This blog is also for those of you who are experiencing workplace conflicts such as difficult co-workers, dealing with changes in the workplace, or just plain unhappy with your job.

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It's also for CEO's, managers, supervisors or anyone in a managerial position who is having difficulty getting their employees motivated to work or to even come to work.

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Judith Munson teaches all aspects of working well together through seminars, webinars and personal one on one consultations. Here are some of her observations on workplace conflicts.

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What makes a lousy job lousy?
(from effective to toxic)

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1. Insensitive attitudes of others:
2. People who lack social awareness and empathy towards others.

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Solutions:

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1. Create a balance in your life, Keep a good perspective on what role work plays in your life.

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Organizational Change:
When a company or corporation makes changes without much warning or explanations.

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Solutions:
1. Involve employees in the change process.
2. Ask for feedback. When people are a part of the process they are more willing to encourage others and boost morale.

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Unsure of what is expected of you:
Poor or no direction from person assigning task.

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Solutions:
1. Ask for clarification, restate understanding so the boss or person assigning the task can clear up any confusion
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Co-workers or managers with poor people skills:
As competent as they are in their field, they can't lead their people or manage their department. They refuse to delegate or they are poor communicators.

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Solutions:
1. Document all your work in detail, including any communication you've had, deadlines not met and why.
2. Include what your responsibilities are in this project.
3. Decide if the greater good of the department or business is served by putting up with this person.

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Tips for Mangagers:
Here are some of the common concerns employees have along with some solutions for you to those concerns:

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Employee: I'm stressed because I can't do my job with the resources and time allotted me.

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Solution:
Even though you understand your employees are doing the best they can with the resources and time allotted to complete the job/project, have a short meeting with them to get their ideas on what might work better for them and see if it fits into the policy and goals of the company. This boosts the morale of the employee's because you are taking the time to listen to their concern and it makes them feel more a part of the company. Always reward them when the job/project is completed in some way. A simple, sincere "thank you" goes a long ways.

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Employee: My manager hovers over my shoulder while I'm working.

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Solution: Trust your employees to work on their own, but check the work if you have concerns and address problems as they arise. Allow your employees to be creative, to 'own' their work, and even to fail, and use the failures to help them learn how to do their jobs better.

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People want fast solutions to distress in the workplace. Otherwise, feelings are suppressed and resentment, anger and frustrations are expressed which lead to absenteeism and lowered productivity.

Ask Judith:
Need assistance with a workplace problem? Please feel free to post your question or comment to this blog.

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Contact Judith directly;

Judith Munson 1-800-346-4290

or judith_munson@yahoo.com