How to dispel the antagonism between employees and the company

Everyone's thinking is different, no one is perfect, maybe you only hear the bad side of them. If you have time to sit together and chat, you want to get to know each other, and it's okay to resolve the contradictions. At work, it is not only about high salary, but also about the boss, so that employees feel like family, then they will be very active in working for the boss.

Yes, there should be a lack of communication, and at the same time give them the opportunity to speak, talk about the company's views, and the company's solutions to the problems, the contradiction is not terrible, just afraid of not communicating, good communication can resolve the contradiction, eliminate misunderstandings, and increase cohesion. Thank you, I wish the company better and better.

Find a reason to fire one of them, give the one who remains, and tell her that the company will fire her because the employee often makes remarks about the company's dissatisfaction and incites the employee's emotions.

This is to make an example of a hundred!

Let the people in the company who can communicate with them have a good dialogue with them, see what they think, figure out what is going on, and then decide.

It is inevitable that there will be contradictions, and it is impossible to completely eliminate them, but to understand the problem, it is still a few people who destroy it, and you can drive out a few early birds.

If you are sure that the boss himself is fine, then hold a meeting to educate the new employee on ideology and quality.

Let's talk openly, and everything will be ok!

Employee relationship management, as the name suggests, is to manage the relationship between employees. Many companies have such a department in order to enable employees to develop their strengths in a harmonious environment. Many employees leave their jobs because of relationship problems, so the employee relationship management department is important.

Here's how it works: the employee goes to the ERM department to file a complaint, and then someone from that department calls two (or more) employees in question to hear what they think about each other. Employees can make reasonable demands on each other through the employee management department, and if both parties can reach an agreement, the problem can be solved.

If there is a misunderstanding, it can be resolved with the help of someone in that department. If neither side is willing to budge, then they will consider applying for a transfer for one of them to avoid another conflict.

In fact, many times there are misunderstandings between people, as long as everyone sits down and talks, it can be solved, but the problem is that employees do not give each other a chance to talk to each other for the sake of face. The Employee Management Department is providing an opportunity for these people to chat and solve problems in a calm manner.

Summary. Hello dear! We'll be happy to answer for you.

What should I do when there is a conflict between a manager and an employee? Answer: It is normal to have conflicts at work, and don't rush to determine who is right and who is wrong after the conflict arises among subordinates.

As a leader, calm down first and reflect on why my subordinates and I have disagreements, whether this problem is a big problem, whether it can be solved, and how to solve it. Then I had a separate conversation with my subordinates and put the contradictions out to talk about, and many problems could not be communicated in time.

What should I do when there is a conflict between a manager and an employee?

Hello dear! We'll be happy to answer for you. What should I do when there is a conflict between a manager and an employee?

Answer: It is normal to have conflicts at work, and don't rush to determine who is right and who is wrong after the conflict arises among subordinates. As a leader, calm down first, reflect on why there is a disagreement between my subordinates and me, whether this problem is a big problem, whether it can be solved, and how to solve it.

Then I had a separate conversation with my subordinates, and put the contradictions out to talk, and many problems could not be communicated in time.

The staff next to him has been in the mud.

Employees speak for the feeling of employees.

Kissing, such as respecting the spine fruit employees because of private conflict, during which the interests of employees are involved, then the leader must carefully analyze the situation to see if what the employee said is true, if it is true, to help the employee solve it in a timely manner, and to immediately refuse the request that violates the principle. 1. Communicate on an equal footing and apologize sincerely, for current managers, apologizing is not a very shameful thing, apologizing is because their emotions are out of control, to apologize, and it does not mean that subordinates are right. 2. Aiming at things and not people.

First of all, explain what kind of state should be in the case of the conflict, that is, from the perspective of the company, describe the expectations of the company: how should it be done?

What are the requirements? What skills do employees need? When will the book be completed?

What are the criteria for completion? Since it is a contradiction, it must be that there is a relatively large gap between the expectations of the manager and the actual achievement of the employees, and the contradiction will occur. 3. Describe the gap, mainly describe the gap between what the employee does and what actually happens, as well as your ideas.

4. Let the employee state that he did this, why did his ideas, goals and expectations not be completed? What is his valid reason not to have? Reach a consensus and let employees give solutions to do similar things, as well as the right attitude, the skills they should have.

and later their own behavior commitments.