What should we do if the teams collude and attack each other? A lot of friends are not good at colluding in the workplace, and they often become victims of others standing in the team. What should we do when colluding in the workplace? How to handle it better? Here are 4 suggestions.
First of all, we need to know why this phenomenon occurs. Generally, there are several reasons for team intrigues.
1. The company's mechanism is not good. It has few resources and a bad competition mechanism. It is not a mechanism to encourage everyone to cooperate and guide. It is a zero sum mechanism that purely encourages everyone to fight against each other. If you lose, you win. So under such a mechanism, everyone will only consider themselves. Who will consider it from the perspective of the company? So if the team is involved in intrigues, we should think about whether there is a problem with the company's mechanism.
2. Lack of common vision and goals. We didn't realize what we could achieve when we worked together. If everyone stood at their own implementation level, without a common goal, it would be easier for us to collude in our work.
3. The company is not clear about the division of labor and rewards and punishments. Who should be responsible for what, what kind of punishment if they fail to do it, what kind of reward if they do it, and who should be responsible for it. If they fail to do it properly, everyone may wrangle. It is natural for everyone to compete for good things and push each other for bad things.
4. The company's corporate culture and entrepreneurial atmosphere are not enough. Everyone is individualistic, so we should only care about the KPI that we are responsible for, and where other departments live or die, this is the problem of the cultural environment.
Since we guide the causes of infighting in the workplace, we can suit the remedy to the case and know what to do. Here are some suggestions for you.
Suggestion 1: Don't rush to blame others for collusion
It is inappropriate for the team to blame someone and say that someone is bad after a conspiracy. Instead of blaming people, we should optimize the system, because good systems will turn bad people into good ones, and bad systems will turn good people into bad ones. If the company's system is not guiding, you should not expect good results in this regard. If your system is not clear about rewards and punishments, you should not expect to retain outstanding talents. Therefore, the team should not blame people for the infighting, but should optimize the system.
Recommendation 2: Focus on interests rather than positions
Although both sides speak from different positions when there is conflict, each of them is still most concerned about his own interests. Most of the conflicts are basically based on a famous starting point, but what you really want to solve is your own interests. When we know such a problem, we can't talk about this position. Instead, we should focus on what kind of interests he wants to solve from this position. When we talk to him from the perspective of solving interests, he will not shoulder his own position to you.
Proposal 3: Drive with a common vision
Use common goals to guide everyone's behavior and propose win-win solutions, so that everyone will respond positively. For example, you can use the phrase "Do you still want to solve the problem? If you want to solve the problem, everyone is calm and calm. We all want to get things done, and we all want to achieve our common goals faster. In this case, let's put aside our preconceptions and listen to my opinions." Speaking like this will at least draw everyone's attention back to solving problems and achieving goals. You can put forward some useful suggestions to let everyone realize what benefits this will bring to everyone, and let everyone realize that for the future goals, it is unnecessary to tangle with those just now.
Recommendation 4: adhere to a set of objective standards, so that each party can not refute
For example, although the team competition is fierce, the company's performance is announced in advance of the end elimination system. It's not my wish to let someone go, but the company's system has been announced in advance, and will be eliminated in the end. So use a set of objective standards to solve all standards. Don't use double standards, and don't mix personal will. Only in this way will it appear more fair and just. In this way, no one can find any problems.
If there is collusion in your team, it is suggested that you can analyze the causes through the above points, and then find solutions to the problems to reunite everyone.
