If you like to sail your lifeboat comfortably in the midst of either pleasant situations or complicated scenarios, you must adopt a formula of consensus instead of confrontation.
In fact, a pleasant situation may also turn into a volatile atmosphere if you attack the opponents with your volubility of sarcastic remarks and you oppose their opinion and thoughts frequently.
Confrontation in the families, societies, nations, and the corporate world or at the global political societies prevents the development.
Though not desired, the confrontation automatically develops everywhere. Various aspects generate conflicts amongst the people working together on the issues of common interest, and this scenario is natural too. People of different minds and views getting together on a common platform tend to quarrel due to opinion difference. The extreme pressure generated during the execution of the time-bound assignment develops confrontations and clashes amongst employees.
Certain strict stipulations further ignite the conflicts and ego clashes between the senior people and the operating staff of the organizations, which ultimately worsen the health of the firm and question its survival and prosperity.
In order to secure the existence and growth of any firm or any organization, “I” approach should be eliminated, and an approach of consensus should be adopted. To retain the talent pool, managers have to lead from the forefront with the involvement of the employees. The combined efforts of employees and managers, followed by their cordial relationship ensure the steadfast growth of the establishment in question.
To develop a consensus type of culture, following strategic aspects is to be considered and the human resources department is to act as a facilitator.
1) Open communication culture:
It is often seen in the organization that the information is not passed on to the dealing hands, but is stuck up or sometimes retained deliberately at a specific desk.
Such a situation creates havoc in the organization as the work is delayed due to the stuck up of information.
And it is therefore desired that a communication system must be open and transparent in all functional areas of the organization. Formulation of policies with respect to Marketing, HR or Production Planning is to be made known to all concerned, and the policies should be very clear and acceptable to the top management as well as to each employee.
Any ambiguity in the policy formulation may create suspicion among employees, which in turn, will discourage the collective efforts put in by them towards achieving the corporate objectives. Management has to work in a scientific and professional manner with a collaborative attitude.
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2) The atmosphere of fewer grievances:
In the earlier days, employees did not detach themselves from employment even if they were treated shabbily and rubbed under employers’ grudge.
But, now the situation is different. Today’s employees are more talented, and since the job opportunities are plenty, they do not tolerate any unjust, but flew away immediately though their loyalty to the employer is well acclaimed.
Therefore, the chances of developing any grievances amongst employees for the management’s policies should be instantly eliminated at the grass root level, and the employees should be motivated in the right perspective by offering them freedom of work, appreciation for their efforts, encouraging their decision support to solve a critical problem, and by inducing them with extracurricular activities.
Such policies & practices can narrow down grievances to a bare minimum level, if not at zero level.
HR should eliminate the chances of confrontation among employees as well as the possibilities of clashes between employer and employees. They should find ways to escape such situations by resolving critical issues to the satisfaction of all concerned.
3) Strong approach:
In any organization, managers find it an uphill task to keep the flock united when it comes to the induction of a new generation of highly qualified young people. Their aggressiveness, assertiveness and smart way of handling the issues bring remarkable results in a very encouraging fashion; but their rebellious attitude, at the same time, creates the hindrance for their seniors in the managerial and above level.
Instead of getting irritated, the senior people should counsel them and impart positive inputs to them. The controlling people of the organizations should know that this is the force, which can divert the direction of the wind. Managers need to give them proper direction, show them the best possible way of doing the job and involve them in the crucial decision-making process to make them feel their importance in the organization so that their rebelliousness is converted into produce.
This way, the more difficult batch of assets is turned to the highest rewarding lot.
4) Clear Picture:
Ambiguity in any matter is the mother of all problems. The controlling authorities, including HR personnel, should ensure that the matter presented should be crystal clear to each and every concerned, so that even a thin margin of error is diminished.
Clarity in all the matters enables the managers to prepare precise plans, which in turn, produce targeted results. Accurate action-plans save valuable time by avoiding unnecessary time-consuming efforts.
Managers must make their vision, mission, and their plans very explicitly clear to the all concerned so that people, down the level, interpret and reflect the same in their jobs in the right perspective.
Such environment slims down the chances of confusion, errors, and confrontation and the managers are enabled to guide the folk excellently for their performance.
Implementing all the above suggestions encompassing all the level with the support of higher level of people like the owners or the Managing Directors, a conducive environment can be established in any organization.
It will create an excellent output because there will be more consensus and less difference in opinion.
