Resolving Conflicts in office

Resolving Conflicts in office – The way we see the problem may be the problem

I would discuss an issue, from which actually a renowned firm suffered.

I won’t name the organization or the people involved with the matter, because the prime concern of sharing this incident is not to defame anyone but to air that sometimes being violent doesn’t help, in fact tackling the situation judicially and wisely helps, and of course to discuss how an HR helped in this issue.

So, what happened was that, there was a rage amongst the employees in an organization. And that rage was against the issue that they wanted to get permanent on the first hand and secondly they wanted to get a salary hike. And just to mention, the organization was not totally against these two demands but they wanted some time to think and access the performance of the employees so that they can make them permanent or give them a salary hike. But, they hikers weren’t ready to listen to any of the requests made to them. This problem increased when their rage took a violent turn. They made a sort of team and started throwing stones on the management, which not only hindered the work of other employees but also created a negative environment in the office.

And what all the respective managers did not do to control the situation. Alas, they couldn’t help it.

This is where the crucial role of an HR employee comes. None other than my father, who is an HR manager and who is the true source of this story with a ‘moral’, handled this issue. So, what he did was something different from reciprocating what the hikers were doing, different from making fake promises to them to just handle the issue on a short term basis.

To resolve this problem, he talked to the drudges directly in fact had a one on one conversation with the people who actually had the problems, and astonishingly he found that some were in the gathering just because they were way too gullible and certainly schizophrenic. Realizing this he could solve half of the problem, because all he had to do was to make the folk realize to be more pragmatic and to develop their own perspective other than just being a slavish adherent. He didn’t take any help of indirect mailings and most importantly he didn’t leave any scope of miscommunication between him and the workers, which could have created the unwanted chaos. That other than having the indirect mailings and thus creating more chaos.

As a result he was able to persuade the hikers, and handled the situation smartly. It took time no doubt, but it ended on a peaceful note. And this is what matters! All’s well that ends well. Sometimes having the peaceful conversation helps in sorting the biggest of the issues.

So, the crux of the above text is, rather stretching the matter or taking the help of the office politics, and making the matter more complex, the organizational issues can be solved by being genuine and stating the points in a manner which doesn’t sound harsh, then why won’t the people will hear you, and why won’t your point be understood and taken care of. J

And of course ‘The way we see the problem is the problem’ and it is not the actual problem that bothers us but the way we look at it.

Cheers !!

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