Blog

6 Steps to Resolve Workplace Conflicts

As a manager, part of your job is to resolve team conflicts. Using honest dialog and modeling what it means to be a team player are key parts of the process. Involving your employees in finding a resolution encourages them to work together to find common ground and move forward.

Use these six steps as guidelines to resolve workplace conflicts.

1. Identify the Conflict

Find out what the problem is and when it began. Include which employees are involved, their beliefs about the issue, and which needs are not being met. The more details you uncover, the more you can help solve the problem.

2. Actively Listen to the Employees

Find a safe space for your staff members to talk about the conflict. Uncover why they are upset and what they would like done. Clarify what needs to be discussed and how everyone must be treated with respect. Emphasize the importance of honesty and finding a shared solution. Get to the root of the issue to avoid repeating it later.

3. Reflect on What You Heard

Think about what you learned regarding the issue. If you have questions or need additional clarification, have follow-up conversations with your staff members. Encourage them to talk with you if they think of anything else.

4. Create Common Goals

Encourage your employees to work together to find solutions to the problem. Have everyone share their ideas to move beyond the issue and not have it resurface.

5. Resolve the Problem

Find out which solution your staff members feel is best. It should include enough common ground to satisfy everyone. Include each staff member’s responsibility in carrying out the resolution. Have your team implement the answer to begin moving forward.

6. Follow Up

Set a time to get together to determine the effectiveness of the solution. Talk about whether the problem has been fully resolved or there are remaining issues to discuss. Take steps to find permanent answers and preventative strategies for the future.

Looking for IT Talent?

When you are in the market for IT professionals, get in touch with RightStone. We have the talent you need to move your company forward.


3 Tips for Performing an Effective Employee Review

As a manager, one of your duties is to conduct monthly, quarterly, or annual employee reviews. These meetings let you talk with each employee about their accomplishments, challenges, and concrete ways to improve performance. Although these discussions can be difficult, they are necessary to ensure your employees align on shared goals and have a plan for future improvements.

Implement these three tips to conduct your next employee review.

1. Prepare Your Feedback in Advance

Gather your thoughts and data about the employee’s performance well before the review. Use the information to fill out the employee evaluation form. This can serve as the framework for your discussion. Make sure your remarks are direct, concise, and transparent. Include specific examples of what the employee has been doing well and how they can improve. This should clarify your goals and expectations and avoid confusion. Have a copy of the evaluation form ready to give the employee to reference and stay on track with the improvements you requested.

2. Maintain a Two-Way Conversation

Encourage an open discussion about the employee’s performance. You want to promote trust, clarity, and alignment with company goals. For instance, find out what they believe to be their greatest strengths, biggest challenges, and areas they can improve in within a month, quarter, or year. You may ask questions such as, “What is the accomplishment from the review period that you are most proud of?” “Which areas do you think you need to improve the most in?” Or, “How can I support you in reaching your goals?” Also, clarify your expectations and evaluation guidelines. In order to stay engaged, the employee should know the level they should be performing at and how their success will be measured. Additionally, actively listen to what the employee says. Repeat what you hear to make sure it is accurate. Ask follow-up questions to gather more information.

3. Focus on the Future

Share your goals and plans for the employee to improve their performance. For instance, involve them in creating an action plan to set milestones and reach objectives in line with company goals. Clarify that you want them to succeed and are available to discuss their concerns and challenges. End the discussion on a positive note with motivation and hope for the future.

Hire Top IT Professionals

When you need the best IT talent, turn to RightStone. Get more information today.


How to Help Your IT Team to Remain Focused During Long Projects

Any team will look at a deadline that’s six, nine, or 12 months away and see it as a distant problem. These kinds of deadlines always feel like plenty of time to complete a project. 

Yet, those months can disappear quickly. And it’s your job to ensure that your team doesn’t find themselves two weeks away from a six-month deadline with six months of work left to do.

How do you keep your IT on task even on a long project? Use these tips to help stay on track and deliver better results.

Break It Down into Milestones or Sprints

Achieving a goal always sparks motivation. But what do you do if the overall goal is a year or even more away?

While the work completed today will contribute to the end goal, your team need to see results sooner to stay focused. That’s why “chunking” work into milestones (or sprints, if you want to dabble in Agile) wins the day.

When you set milestones, you mark the passing of time in a tangible way. Reaching those milestones equates to an accomplishment and thus boosts morale. Even better, smaller segments of work simplify planning, so you can get the project off the ground faster.

Reiterate the “Why” as You Work

Why are you completing this project? And why does this milestone fit into the end goal?

If you want to keep teams focused and motivated, then you need focus as much on the “why” question as on the task at hand. When team members know why they need to accomplish a task or even why the deadline is what it is, then they will be more likely to see the value, which will stop their attention from drifting to other work.

Give Frequent Feedback

Milestones also make it easier to provide regular feedback to all team members. Feedback offers emotional motivation by boosting our sense of self-esteem. When teams get good feedback regularly, they want to keep repeating the actions that earned those feelings.

Are you looking for the next valuable member of your project team — or even your team lead? Learn more about the RighStone 360 process and find out how we make IT project execution a success.

 


  • 6029 Belt Line Rd, Suite 260, Dallas, TX 75254
  • 972-895-2555
Military Spouse Employment Partnership Forbes America's Best Temporary Staffing Firms 2020