Workplaces are sometimes a primed place for communication to break down.  As a result, conflict ensues.  Unfortunately, if conflict has exacerbated to the point where team members refuse to talk to one another, direct action from management is essential.  At this time, it will be much easier to resolve conflicts at the earliest point that it is recognized.  However, the ability to recognize conflict is a skill all within itself.  There are many factors that can go into detracting early stage conflict resolution, and many of them are naturally occurring.  Nonetheless, if there is residual conflict, rest assured that something will eventually break, and the points of conflict will make itself known.  More than likely, your staff will eventually say something, even if it is communicated indirectly.  When this happens, you then have the opportunity to not only refocus your team, but ultimately make them more resilient. 

Classic workplace disruptions

Blame shifting is one of the most toxic behaviors that managers have to handle, and unfortunately can develop naturally within the workplace.   Rarely is it a strategic action, and it is important to remember that key fact when interacting with employees.  Because blame shifting can be naturally occuring, employees are more than likely to engage in this behavior as an attempt to avoid their own pain point.   With newer employees, growth and independence is to be expected.  Simultaneously, learning the company’s expectations and how this plays into how the company holds employees accountable very well may be part of the conflict. 

This is understandable. 

Most people do not like to receive bad news, nor do most people eagerly want to engage in conversations that can feel challenging. Conversations such as these can generate a range of feelings from confusion to anger.  Nonetheless, these conversations are necessary and by no means should blame shifting be tolerated.  

Having compassion and empathy for employees is different than condoning destructive behavior.

Managerial direction and decision

Regardless of the reasons for an employee's distracting behavior, blame shifting is almost always an indication of team discord, role confusion, and lack of cohesiveness.  This is a crisis situation for your team, and your decision and ability to maneuver these conversations into a more productive interaction is critical.  Individual reflection sessions are used to help guide employees towards learning new skills and better communication.

Once the employee has begun to reflect upon what the next steps are, we can begin to truly engage the employee’s prior knowledge to stimulate their growth and focus on what needs to happen in the future.  Thus, these reflection sessions help with setting expectations and boundaries, and also help employees begin to recognize their role in creating a holistic environment and communicating better with others.  Furthermore, the employee and the supervisor have the opportunity to indicate possible sources of distraction and formulate a plan to make necessary changes.  In some situations, solutions are easy.  In other times, however, it takes time to build team collaboration and trust within your group and help them face adversities are essential elements to help bring teams to resolutions.  In the end, we continually engage and collaborate with employees because we truly do want the best for everyone who works with us.

Management can be challenging, but also incredibly rewarding. People Planning helps with this process.  Not only does it keep you focused and creative with how to solve interpersonal problems with your staff, but it keeps you organized and ready to lead your team into growth stimulating strategies.  Signing up for People Planning is easy, and in return, you will receive communication tips, writing tips, and team-based strategies that have empowered leaders just like you.