How to face the contradictions and conflicts in the workplace

How to face the contradictions and conflicts in the workplace

Don't mind too much when you meet someone or something that bothers you in the workplace. If not, it will be strange sooner or later. Think of it as training, fight with wisdom and courage, cut through thorns and practice kung fu, and then you can walk alone in the Jianghu.

First of all, don't drive people who make you angry into the enemy ranks. People of the same weight who take it as their duty to defeat you are called enemies. Most of the people we meet are split-minded, with different views, or fighting for interests. They are not enemies, but contradictions among the people, and they are now in the ranks of winning the battle. Secondly, fighting in the workplace is time-consuming and laborious, and it will make you feel bad and ugly in front of your boss, and you can turn your enemy into your friend. As for the strategy, the following is my personal opinion.

When you realize that you can't escape the problem, don't speculate, take the initiative to talk to each other, see where the problem is, and seek common ground while reserving differences. You will find that many people have a knot in their hearts and don't say it. The so-called knot is often a misunderstanding and an impression. Failure to face it in time will only deepen the accumulated resentment. Sometimes in the end, you don't know what offended others. Once I called a colleague, and she was rude and aggressive, unlike her usual attitude. After I put the phone down, I was puzzled and decided to call back to find out. I asked her what happened and if she had any thoughts about me. If I do anything inappropriate, I hope she can tell me clearly. It turns out that there are loopholes in the work-related injury management she is responsible for, but it is not her fault. The factory director screwed up. Because I have the responsibility to supervise the management of work-related injuries, I mentioned this matter when I talked with my boss about my work. I didn't elaborate. Unexpectedly, the boss told her boss, who thought she had screwed up and criticized her. She concluded that I accused her in front of her boss. I explained the whole story to her and told her that I would explain the situation to her boss, and I wouldn't let her take the blame for no reason. I mean it. The result is that everyone is happy. If I hadn't asked her what happened, she would have thought I was a backstabbing villain, and I was afraid she would hate me for life.

When there is a contradiction, you should learn to put yourself in others' shoes. We usually consider our feelings first, only why the other party is so unreasonable, but not why the other party is unreasonable. Understanding the root causes of contradictions will help to solve them. As confirmed by the company? High potential? One of the employees, my vice president, asked me to study and take over the annual financial budget of the personnel department as one of my development action plans. As a result, my former colleague in charge of this was very resistant and set up cards everywhere. Not only refused to teach me, but also wanted to see my jokes. Although I was angry, I forced myself to keep silent, calm down, consider the reasons why she did it, and understand the situation. First of all, she was worried that I would take her job. Second, she did spend a lot of time and energy on this job. She felt that instead of being recognized, she was deprived of her power. Third, the boss didn't explain to her why I took the job. Seeing the nature of the matter clearly, my resentment has eased a lot. On the contrary, I feel that she does have reason to be angry, but she should not adopt such an immature way. This change in mentality has allowed me to avoid being emotional and treat and deal with my colleagues in a calm and professional manner.

Be a man with a conscience and do things with principles. Don't do anything against your will because you are afraid of contradictions or rights. You will find that people will respect you for your integrity, not your obedience. In the first month after I transferred from regional HR to headquarters, a senior department manager and another director came to me to lay off an employee, and they were very tough. Of course I want to know what is going on. This employee used to do accounts payable, but he always wanted to develop. Two years ago, an accountant was on maternity leave, and the company asked her if she would like to be an accountant for a year temporarily because she had no experience. Her boss and my predecessor agreed in writing that if she didn't do well, she could go back to pay the accounts. She worked for a year, and then there were various other temporary tasks and projects, so she always went where she needed to go. Until the last post, the department director was dissatisfied with her work and wanted to ask her to pay back the accounts payable. Her old boss at AP also changed, and the new manager said there was no vacancy, and neither side would take this person. After some discussion, they decided to fire the employee. My first reaction was that this kind of treatment was inappropriate, but both of them insisted that the employees did not perform well and did not have the required skills. The implication is that cut the crap and do it quickly. I said I needed three days to do a situation survey, but they didn't want to, but I insisted, I said I couldn't lay off employees casually, otherwise it would be my dereliction of duty, in fact it would be your dereliction of duty, I said to myself. I spent these three days interviewing all her former supervisors and pulled up all her performance evaluation records. According to my investigation, although she is not a star actress, she does a good job, works hard and has a harmonious relationship with her colleagues. With a thick record, I found the department manager and director to have a meeting to present my findings. They were obviously surprised. First, they didn't expect me to spend so much effort. Second, things were different from what they thought, and their tone of voice softened immediately in the face of facts. I told them that this employee's recent position is a bit difficult for her, but it doesn't mean that she can't do other jobs well. We should give her a chance to prove herself and let her return to accounts payable. The department manager is very depressed, saying that she has no vacancy and no budget now, but she has to deal with her predecessor's mess. She asked me, do you think this is fair? I said I understand that if I were in your position, I would be fruitless, but I should also consider it from the perspective of employees. If I were that employee, I would feel that the company would use me when it needed it and kick me out when it didn't. Do you think this is fair? She was silent for a long time, saying that she had never thought of it this way. She said that she would discuss it with her boss SVP. I said I could talk to SVP myself if necessary, but she said I don't need it for the time being. Although there was no final conclusion at the end of the meeting, I knew I had persuaded her. Later, the employee returned to accounts payable. Unexpectedly, the department manager and director have become my new girlfriends, and they often come to me when they encounter difficulties. I didn't violate the principle of preparation in order to avoid contradictions, but I won their trust and respect.

In case of conflict with colleagues, you must keep a cool head, be neither humble nor supercilious, and don't lose control because of the other party's bad attitude. Remember, impulse is the devil. There is a saying that "when hatred cannot affect rational judgment, one's chances of success will greatly increase", not to mention where there is such great hatred. If you really did something wrong, don't try your best to make excuses. Public admission is much better than denial.

What should you do if you have tried your best according to the above strategy and still haven't solved the contradiction? In fact, among the people around you, there are always a few allies, a few centrists, and a small number of people who can't reach an agreement no matter how hard they try. This is normal. It is unnecessary and impossible to please everyone. We should tolerate different opinions or personalities, but we must be wary of malicious slander. First of all, we should clearly point out the words and deeds that are false, accurate or out of line to the other party. A young female employee of the company was promoted and automatically asked to return to her original post two months later. After another half year, she resigned and told me all about it before she left, because she couldn't stand a colleague who was rude and bossy to her, and this colleague actually called her stupid in the office. Sadly, she didn't have the courage to face this colleague herself and didn't complain to anyone because she was afraid of things. This weakness hindered her personal development and encouraged the arrogance of the wicked. Secondly, if you know that the other party is slandering you in front of the boss or the big boss, you should find the right time to tell your boss your one-sided story, otherwise the boss will always listen to one-sided story and easily form prejudice. This explanation should be implicit, and don't let the boss think that you are maliciously slandering your colleagues. The highest level is to say something specific seemingly inadvertently, and then let the boss draw his own conclusions. I'm not encouraging people to play tricks, but I appreciate what Zhou Libo said: Don't form the bad habit of actively attacking others, but you must have the ability to attack others in the future! ?

Contradictions and conflicts in the workplace are inevitable, which is an indispensable part of our career. People who are too afraid will be defeated one after another, and those who love too much will make enemies on all sides. Only those who are cool-headed, open-minded, wise and courageous can be comfortable in the workplace.

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