To me gifts are special things for which I am grateful. It has nothing to do with physical items or monetary value. Gifts are things that I feel have enriched my life. Do you think the same way? I don’t think we are strange because we think this way. I have met many people in my life that have expressed the same sentiment. Have you?
Think about your workplace for a moment. Do the employees communicate positively with one another? Are they gladly working together? Do they care about each other and your business? Are they finding the greater sense of purpose and meaning they so desire? Are the results of your business exceeding your expectations?
You worried? You’re not alone. Continue reading
Is your company plagued with co-worker versus co-worker or leadership versus employee disagreements and petty hostilities? Just because you don’t openly see the workplace conflict doesn’t mean it isn’t present. In many organizations these things are under the surface and live in a passive-aggressive form. In either case, whether apparent or not there are some steps you can take to deal with damaging and unproductive conflicts in the workplace. Continue reading
A typical manager spends around a quarter of his or her time dealing with conflict; to calculate your costs due to workplace conflict access the People Problems Calculator.
The costs of workplace conflict are very significant. An unhappy workforce – where employees feel undervalued, misunderstood, overlooked or taken for granted – leads to greater stress, low employee engagement, low employee morale, poor teamwork and higher staff turnover.
But a great deal of the conflict in the workplace, at home and in our personal lives can be avoided; it is born out of differences that could very easily be accommodated and resolved.
Avoid the “___, but…” Continue reading
Stress has been cited as the real main reason for employees being absent from work and the lack of employee engagement is the key factor behind this huge problem. How big you ask? Research from the Mental Health Foundation found that 60 percent of those who stated work as the source of their stress said that support was not forthcoming from bosses. In another survey, 75 percent said that someone at work is making them miserable. Many organizations today are seriously hampered by high rates of absenteeism and a large percentage of workers with FMLA claims due to various types of stress both realized and hidden.
11 Million Lost Working Days a Year Continue reading
Many companies spend a lot of money on diversity training for the purpose of increasing participants’ cultural awareness, knowledge, and skills. The intent is that this training will benefit the company by increasing the inclusion of different identity groups, promote better teamwork, and protect against civil rights violations.
Unfortunately for many companies diversity training has been a controversial issue, counterproductive, and creates conflict. Overall its bad for employee engagement.
A way to avoid the failures of diversity training is to focus on individuals through Difference Management.
Difference management is respecting the different needs and motivations of people and relating to them in ways that encourages mutual respect and gratification.
Differences define our uniqueness – regardless of nationality, culture, gender, beliefs, and values. Differences define all of mankind, which enables progress and contribute to the dynamics of the entire world. Companies can benefit from the richness of each individuals differences. The differences are often an obstacle to good working relationships when diversity management is the focus.
Why it matters
If these same differences are not managed skilfully they will lead to conflict, dysfunction and wasted effort.
Managed skilfully these differences can dovetail for the good of the individual, the team and the company. The differences now become complimentary strengths and synergy (2+2=5) becomes a reality. Difference management is a key leadership development skill which has been used by the world’s most successful leaders.
Teams within an organization can operate like different personalities. Each team will have its unique aims, strategies, structure, policies, customs and management style. Diversity training is ignorant to these kinds of differences and doesn’t serve the business well. Teams also need to manage their cross function differences for the good of the different teams and the organization.
Organizations need differences, need debate, need people to challenge, need honesty but organizations do not need conflict. Conflict eats into time, effects employee engagement and employee morale, and profits. It is detrimental to the organizational goals.
The greatest source of inefficiency for most organizations lies in workplace conflict. Would you like to calculate your costs due to workplace conflict? Access the People Problems Calculator