There are many ways that managers can handle their employees. They need to be careful about how they handle situations so that they do not escalate, or that they do not say the wrong thing that could possible get the company sued.
The most important rule when discussing a problem with an employee is to make sure that you do not do it in front of other people. It should be done behind closed doors so that nobody is embarrassed or uncomfortable.
When it comes to actual communication techniques, there are many to keep in mind. One very important behavioral technique is to “focus on the problem not the person: (pbs.org). Often times, managers may form opinions of their employees based on what they hear. Opinions need to be kept out of situations like this. An important negotiation technique is to “listen without interrupting; ask for feedback if needed to assure a clear understanding of the issue” (pbs.org). There is always two sides to every story. For example, the employee many not have received the proper training to be able to perform his/her job accurately.
Another good technique is “don’t view the situation as a competition where one has to win and the other has to lose. Work toward a solution where both parties have some of their needs met” (pbs.org). A manager does not need to go in thinking that he is going to terminate the employee. This is another case where there may be a reason for the employee’s actions and there may be a solution so that this does not happen anymore. Any misunderstandings need to be cleared up. The manager must be upfront and hones with the employee about the information that he/she has received without being harsh and without making judgments or jumping to conclusions.
Misunderstandings are a big part of poor communication and communication conflict. Everyone needs to get on the same page. Information needs to be gathered properly and accurately to make sure that all of the facts are straight. If there are any lies or falsehoods, it can turn bad for everyone involved. Proper communication toward a conflict resolution needs to start at the beginning and continue until the issue is resolved.
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ReplyDeleteI enjoyed your blog. It's colorful and vibrant. The only thing I would do to make sure that I'm not differentiating between the points that I'm making is being consistent in your color scale. I would also be aware of the size of the fonts because it appears that they may be two different sizes.