Five Steps to Solve Gripes
and Conflicts at Work
Have you been ridiculed or
mistreated by a co-worker, boss or colleague who
didn’t apologize? Have you been blamed for
something you didn’t do? When treated badly,
do you then feel frustration, anger or resentment
and try to avoid the instigator?
Surveys show more than 45 million
employees experience yelling and verbal abuse at
work and more than 60 million have conflicts that
range from weekly to monthly. Some people avoid
raising legitimate concerns because they fear
having a confrontation. However, relaying genuine
concerns doesn’t have to be a confrontation
if you handle the steps appropriately.
In fact, solving gripes and problems
is necessary for maintaining a constructive
workplace and resolving them early is better than
waiting until they grow into larger conflicts.
Think of stones becoming boulders on the path to
success -- they become harder to move as they
grow larger. Here are five suggested steps for
handling gripes and conflicts from Steven H.
Carney (The Workplace Guy), author of The
Teamwork Chronicles:
1. Lay the groundwork.
Have your co-workers and managers
agree to keep the “air” clear of gripes
and conflicts when there isn’t a problem.
Agree to deal with problems as they come up so
they don’t adversely affect teamwork and
productivity. When there is a problem, allow any
anger to cool and plan to talk through the issues
in a more relaxed environment, such as going for
coffee or sharing a meal.
2. Begin with a tactful,
non-confrontational opener.
“I have a concern and I was
wondering if we could talk,” or
“Do you have some time?
I’d like to discuss a situation with
you,” or
“I’d like to clear the air
with you about something.”
“These approaches are more
effective than making an accusation against the
other person,” says Carney. “Continue
when they agree to discuss the situation with
you.”
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