Workplace Conflict has serious knock-on effects that are often not taken into account when considering the cost of conflict. Barry Winbolt talks about the factors which employers and managers should consider when tackling disputes in the workplace.
A Customer Service Mindset
Employers need to train staff who are on the receiving end of demanding or aggressive behaviour as part of their job. The right training will help reception and front-line staff keep cool and give good service, whether face to face or on the phone.
How to Run a Meeting at Work
Meetings so often stumble along without achieving much. People attend, apparently participate, but then go away and do what they’ve always done.
Meetings often overrun, interrupt other work and even, simply waste time. How to change it? Here’s how.
The Effects of Problem Behaviour
How to Avoid Workplace Conflict
Alcohol in the Workplace
Difficult Behaviour – The Steamroller
Problem 'People Issues'
Managers don’t like dealing with ‘people issues’. This means that the problem can become bigger. Some also worry about being accused of being ‘heavy handed’, or worse, bullying or harassment.
Difficult Behaviour – The 'Pleaser'
The willing and able sort of person often gets labelled as a ‘pleaser’. They mean well, but they over commit, and then under deliver. A coaching style of management can help the person develop to their full potential.
The impact and cost of difficult behaviour in organisations is the last, unmeasured factor in business. It hits the bottom line hard, so managers need to be equipped to deal with it. Correcting obstructive and challenging behaviour need not be difficult, but most managers won’t because they don’t know how.