How to Resolve Workplace Conflicts without Taking Sides

managing-workplace-conflictsAs much as we hate to admit it, everyone at some point or another brings a personal issue to work.

When personal issues start affecting professional behavior in the workplace, managers are presented with a particularly tough problem – especially when the issue is between two coworkers. It’s bound to happen, so it’s best to consider solutions now, before a problem gets out of hand.

Conflict resolution can be one of the most daunting tasks for new managers as employees look to them to solve their problems. Our Management Skills and Leadership courses both teach you how to deal with conflict in the workplace and keep things running smoothly.

Here are some suggestions for how to resolve workplace conflicts without taking sides:

Know your place

As a manager, it is important that you rise above the personal aspects of the conflict and assume nothing less than a managerial role.

Your employees look to you for guidance, and whether they are aware of it or not, you set the tone for their behavior in the office. Therefore, as tempting as it may be for you to involve yourself in the emotional side of an office dispute, you must stay level headed and strong as a leader. Read the rest of “How to Resolve Workplace Conflicts without Taking Sides”

Performance Objectives Just Got SMARTA

SMARTA appraisal objectivesThe SMART framework has long been used by managers for effective goal setting in performance appraisals. Even better is our version - SMARTA – the A being essential for staff buy-in of the objectives you set. An appraisal would be nothing without objective setting, and each of these needs to be Specific, Measurable, Achievable, Relevant, Trackable and Agreed with the individual.

In each appraisal you’ll come up with several objectives covering some or all of project/task objectives, performance improvements and personal development goals. Each of these should be considered with SMARTA in mind to ensure understanding and willingness from both parties. You will receive comprehensive training on this and other staff management subjects on a management skills for new managers course.

In this post we will be using Daisy from Marketing as an example of applying the SMARTA objectives to performance appraisals.

Read the rest of “Performance Objectives Just Got SMARTA”

Work Motivation and How to Inspire Employees

You don’t need to sell what an effect work motivation can be to a team on a project. When you consider improved morale, lower turnover and an increase in production leading to higher profits, it’s impossible to imagine motivation in the work place being a low priority.

You could hire an office coach to come in and through a seminar attempt to inspire work motivation via a quote or a simple speech, but as a manager there are things you can do on a daily basis that will sustain work motivation indefinitely; let’s go over a few.

You Are An Example

work-motivation-inspiring-employees

You are a walking, talking, breathing example of how to be treated. That is to say, how you act and work determines largely how others perceive and treat you. You can set a good example by being excited about your own job; this enthusiasm is infectious and fun to be around so you are sure to attract your team to improved work motivation and job satisfaction.

One cannot remain motivated without a clear goal and you can help your team with effective management. Make clear the goals and expectations you have in measurable time; say “in one month I would like our team to streamline our brainstorming sessions.” This way when something is achieved, there is clear motivation to succeed again since the feeling of success is addictive. Read the rest of “Work Motivation and How to Inspire Employees”

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