Creating Solutions for Coworker Disagreements

When passion, timelines and stresses run high coworkers will inevitably encounter disagreements possibly leading to conflict that could sabotage or stymie your company’s values or performance. As corporations become more global and teams diversify, many different perceptions, cultures, needs, and values are created within an organization. Corporations should be proactive in implementing solution oriented processes for employee disagreements and resolutions. If the company has not taken a systems approach, take control and prepare yourself to become a solutions oriented trusted leader within your team. Some basic rules to follow when involved is disagreements:

1. Step One: It is best to take the lead and communicate your perception of the situation. Be honest, and explain how the situation has impacted your emotions and your work performance.
2. Step 2: Identify exactly where the disagreement began. Do not interrupt, instead listen and ask non-leading probing questions to clarify what your partner’s side of the story is.
3. Step 3: Brainstorm and identify realistic solutions. Execute a solution, agree on the action(s) moving forward so the situation does not escalate.
4. Check in and share ideas: Coworkers do not need to be friends, however, it is important to utilize best practices to earn each other’s respect in order to create a more positive working environment.

Best practices to remember:nn * Set up a specific meeting, breakfast, lunch or afte
oon coffee.
* Be a good listener.
* Ask good questions.
* When you are explaining your side of the story, give specific examples of action. Take responsibility for your side of the issue.
* Expect to be surprised by perceptions.
* Do not go in with a competitive attitude that you want to win, be willing to negotiate and compromise.
* Remember, sixty five percent communication is non-verbal, if you are listening to your peer and you roll your eyes, the meeting could sour very quickly.
* Do not be dominant, do not interrupt or tell someone how they should or should not feel in a given situation.
* If there are more than the two of you, practice facilitation skills so each party gets equal say in the discussion.
* Use good eye contact and be specific by using “I” when describing your feeling and perceptions.
* Do not hide behind corporate guidelines to camouflage your perceptions and feelings.
* Let everyone speak or even vent, but be in control and have a goal at the beginning of the discussion and an action plan at the end.