What should be done about the problem of disunity among employees? How should managers and employees

Organizing group activities can eliminate some of the problems of disunity.

1. Reasonable solution and appropriate adaptation.

Managers can resolve conflicts based on the primary and secondary responsibilities of employees, which is fairer and does not reduce trust and motivation among employees. For different types of employees, managers can also choose different solutions, whether to convince people, or to move people, or even use their own rights to make them realize their mistakes, as long as the two sides can finally shake hands or agree on a certain solution, the above methods are useful. But the premise is to have principles and learn to be flexible.

For contradictory incidents that are not serious and do not harm the collective interests, the parties may be appropriately given lighter punishments; On the contrary, those fierce conflicts that harm the collective interests should be dealt with seriously.

Second, deal with it decisively.

80% of the complaints that need to be dealt with are caused by management chaos, and only 20% of employees are derelict in their duties, so standardizing work processes, job responsibilities, rules and regulations is an important measure to deal with these complaints. In standardizing the management system, the principles of democracy, openness, and fairness should be adopted. The company's various management norms should first allow the parties to participate in the discussion and jointly formulate, and the formulated norms should be open to all employees and deeply rooted in the hearts of the people, so as to ensure the fairness of management.

If it is an employee's dereliction of duty, punishment measures should be taken against the parties in a timely manner, and try to be fair and strict.

3. Avoid being emotional.

Many people often criticize employees in anger when they find out that they are making mistakes, which leads to a loss of focus. For example, if the employee does not sell the furniture well, the store manager will not be able to cause the employee to close the order just by throwing a tantrum. It is important to know that the important thing is not to criticize the employee to vent his emotions, but to review the reasons for the employee's mistakes, understand the employee's situation and say what he expects, so as to achieve the corrective effect.

Fourth, use common interests and hobbies to cohesion.

Things gather by like, and people are grouped. In a team or a collective, if everyone has different interests and aspirations, it is difficult to get along with each other and work together. As long as the manager finds the right entry point, creates a harmonious atmosphere, and uses the herd psychology of human nature, so that the majority leads the minority, and the part guides the whole, it can drive everyone to participate, cultivate everyone's common interests, and unite the team around themselves.

Employees should learn to empathize, take the initiative to communicate the contradictions between them, find out the reasons for disharmony, have a collective consciousness, cooperate with each other for the development of the company, and communicate with each other.

This problem can be solved by watching movies, watching TV series, listening**, singing and traveling, because these methods can increase the cohesion of employees and can also make employees feel happy.

First of all, we must understand the reasons for their disharmony, and then prescribe the right medicine to solve them, and then talk to them separately and patiently guide them.

1. Organize more gatherings between members and engage in some team building activities to promote emotional exchanges between members and strengthen team building;

2. Clarify the project requirements, perform their duties, clarify the project direction and goals, and communicate the problems encountered in the current work.

3. Establish performance appraisal standards and internal reward mechanisms to manage team members;

4. Organize morning meetings and weekly meetings to put forward current problems, so that each member can give full play to their suggestions and opinions and enhance cohesion.

The main responsibility of a manager is to fully communicate with employees and build a relationship of mutual trust. Mentoring helps employees complete organizational tasks. For the problem of disunity among employees, we must have a detailed understanding of the situation and eliminate estrangement.

Interpersonal or effective communication techniques.

There are thousands of ways of human behavior, just like the image of a person, there are never two identical ones. Living in this ever-changing social environment, we will meet all kinds of people in our lives. To survive and thrive, you have to learn to deal with all types of people.

Remember, dislike is not the same as hatred; Non-acceptance is not the same as hostility. It is necessary to establish an effective communication mechanism, try to see the problem from the other party's point of view, tolerate the other party, understand the other party, and slowly build a relationship of mutual trust.

Effective communication skills.

In the process of communication management, we must be good at using non-verbal signals to pave the way for the effect of language, sincere smiles, warm handshakes, focused demeanor, and respectful greetings can bring good impression to the other party and enliven the communication atmosphere.

1. Praise each other.

It's almost a tried-and-true communication lubricant. There is no one in this world who does not eat praise, and learning to praise will make it smooth sailing in any communication.

2. Be a good listener. （1.Overcoming self-centeredness:

Don't always talk about yourself. （2.Overcome self-righteousness:

Don't always want to dominate. （3.Respect each other:

Don't interrupt the conversation, let the other person finish talking. （4.Don't get excited:

Don't rush to conclusions, don't rush to evaluate the other person's point of view, don't rush to express suggestions, and don't get into a heated argument because of opinions that differ from the other person. （5.Try not to listen and wonder what he's going to say next.

6）.Pay attention to some details: don't know what you shouldn't know, don't make small gestures, don't get distracted, don't mind the characteristics of other people's speech.

3. Light-heartedness and humor are not only a step and springboard to harmonious dialogue, but also a panacea for resolving conflicts, dilemmas, and malicious provocations. Humor is a kind of wisdom that makes people laugh pleasantly.

4. Naked and open-minded.

Also known as the undefended tactic, it is intended to make it clear to people that they should abandon all defenses, be open-minded, and treat people with sincerity. Many non-verbal human signals are intended for this, such as saluting, shaking hands, and making gestures to show the other party that there is no ** in the hand.

5. Seek common ground while reserving differences.

Also known as the greatest common divisor tactic. Conflicts can only be resolved if people find common ground. No matter how far apart people's ideas are, there is always a common ground to be found. With commonality, there is a fulcrum to build bridges of communication.

6. Explain in simple terms.

This is a shortcut to improving communication efficiency. It is a skill to be able to expound a very complex and profound truth in a very popular language, and the most important feature of the master's language is that it is vivid and simple, easy to decode and therefore easy to understand.

7. Be helpful. Be a good person and be a friend. The core of goodness and righteousness is to help others.

Bosses should have more contact with employees, understand more, communicate more, understand their psychology, and integrate with employees.

Agree with the statement on the first floor, rules and regulations are in charge of affairs, and people are in charge of relationships.

She is an unreasonable subordinate, how to communicate with her.

1. First of all, it is verbally required that employees must unite with each other; 2. In the work, because of the cooperation of 2 employees or several employees, the achievements must be praised or rewarded in time, even if it is a little bit at the beginning; 3. Talk to individual scheming or disunity elements; I need to turn the situation around little by little, and I can't rush it

Personally, I think: the first thing is to find out what is the reason for the disunity of employees? In many cases, there is no deep hatred between employees, it is due to various factors such as work or distribution or life, and if you find the key to the problem, it should not be difficult to solve it.

That is, there is no excellent manager, there is no good team, if you want the team to have the spirit of unity and cooperation, you must lead by example, take the lead, if you want to be upright and self-righteous, do a good job of taking the lead, will convince the public, will convince the team members, will be persuasive, and will have execution. Words must be done, deeds must be fruitful. Step.