There is always mutual accusation between departments, what to do

First of all, it is necessary to educate managers and employees to understand that there is ownership of the problem, and to learn to respect the ownership of the problem by others. In management practice, we must fully understand the serious harm of mutual accusations, mutual complaints and even mutual demolition between departments and employees, and take a clear stand against and stop the occurrence of this phenomenon in a timely manner. Leaders should also practice what they preach, and change the bad habit of emphasizing accountability and ignoring methods and research in the past when problems arise.

Gradually develop a good habit of focusing on research, solving problems, and preventing problems from happening again. As long as it is not intentional on the part of the manager or employee, an inclusive attitude should be taken towards the person in question. If necessary, it can also be clearly stipulated that it is not allowed to simply blame each other for shortcomings or problems between departments and colleagues, and that it must be kind and constructive when it is really necessary to talk about problems.

As long as we can persevere, there will be fewer and fewer quarrels between departments and employees.

Secondly, it is necessary for managers and employees to understand that people will have problems and make mistakes, and learning to introspect is more conducive to problem solving and personal growth. In order to cultivate the habit of self-reflection among managers and employees, in addition to reforming the bad culture of accountability in the past, it is also necessary to subvert the perception of problems at a deeper level.

As their leader, you are the support of employees, and what you have to do is to be fair and fair. Someone must report to you if you want to listen to reports, but don't let those reports dictate your behavior. To understand the true cause and effect of things, "balancing" is the most commonly used skill by human beings, and it is even more important to use this technique as a manager.

You can't let your subordinates in different departments mingle with each other, otherwise you will be blind, and you will not be able to find any problems, let alone improve and manage them. It is necessary to emphasize the establishment of employees' sense of responsibility, and always remind employees that "I can forgive any mistakes, but I can't forgive and shirk responsibility." There can be no second "job responsibility, personal implementation" on the same mistake, as long as you do things and deal with things right, not people, I believe you can lead your team in the direction you want.

There is no way to do this, it's all like this, and if there is any problem, they all shirk each other's responsibilities.

Departments are fighting each other, and that's all the way there.

The key is whether the leader can coordinate and solve the problem

Human beings are complex individuals, changing all the time, blaming each other and resenting each other.

There are many causes, misunderstandings at work, and the way people get along with each other.

There are also many aspects of the psychology of the left and right.

Immature thoughts, mentality, take a step back and open the sky.

Those who don't understand are fulfilled and willing, let them learn philosophy.

That line has always been like this, and it is all centered on interests. Think of ways to please each other and be smart. Slowly it improved...

Talk less and do more, don't mix. Are you in the business of personnel? What a worry!

Parents should guide their children and pay attention to their own problems.

Divorces are rare because of children. Because educating children is their shared responsibility. Accusations and quarrels are just a way for them to communicate.

If you make any more noise, you'll be fine after a few days. An important factor in divorce is the breakdown of the relationship, a misunderstanding on certain matters, the destruction of others, or the dissatisfaction of one party with the back of the house.

Because you won't let go!

has not paid true feelings, in front of true feelings, face is not worth a penny!

I think that your personality is not suitable for your personality has to do with personality decisions, the main reason, which is why you are like this, often quarrelling.

Then break up, it's not appropriate! You two can't even do the most basic tolerance.

The more intimate you are, the more-for-tat, this is because the other party has long regarded you as a relative, and only relatives can reveal their true feelings like this.

It's just that they haven't learned to tolerate each other, maybe because they don't love each other enough.

Because you are very self-aware.

The two have the same personality, this one is not saved.

Because you're at fault, she's at fault.

The personalities are too similar to complement each other, so they can't tolerate each other.

Blaming each other is never the solution to the problem. On the contrary, it is a manifestation of low character quality. Blaming each other will only add fuel to the fire, adding to the problem and making it more difficult to solve, or even unsolvable.

Blaming each other can also make both parties to the problem emotionally uncontrollable, uncontrollable, and cause a lot of trouble. A little bit of chicken feathers, blaming each other has become puffing. Blaming each other is never the right thing for the wise.

It doesn't help. It is a taboo to solve the problem.

Calm analysis;

Focus on solving; It's useless to quarrel;

First, we need to be self-critical.

Calm communication, understanding and tolerance.

Communication is easier and longer only if you understand what the other party thinks.