How to deal with the contradiction between catering staff is a thorny problem faced by business leaders. May affect the overall work, light will have a quarrel, heavy will add fists, and some will even cause damage to both sides. Below, I will share with you some effective solutions to the civil strife and conflicts of restaurant employees, hoping to help you!
Unclear attribution of responsibility leads to contradictions and conflicts.
Unclear responsibilities of departments, or unclear responsibilities of various positions, can also cause conflicts. Unclear responsibilities are mainly reflected in two aspects: first, some work has not been done, and second, some work content overlaps.
Many contradictions and responsibilities in interpersonal relationships are often confused and intertwined. Perhaps both sides of the contradiction are responsible for the problem, but the main responsibility should still be borne by one person. This is also the key to deal with the contradiction between the two sides: clear responsibility attribution.
The first step is to find out the truth of the problem and pay attention to collecting information about it. Fortunately, the client has. Deny? Before motivation, use them to remind the parties so as not to embarrass them in the future. With sufficient information and clear responsibility attribution, the second step is to let both parties admit their responsibilities, and then hand over the responsibility attribution to the party who should bear the main responsibility.
It is best to turn responsibility into a new task or problem, which is very important for the final and satisfactory solution of the problem and the handshake between the two sides.
Role conflict
Conflicts may also arise because the role positioning of enterprises is unclear or catering employees themselves do not recognize their own role positioning. For example, if a former minister interferes with the normal work of the kitchen department without authorization, there will definitely be contradictions between the two departments.
In enterprises, the root of role conflict lies in the unclear role positioning of enterprises. Because the leaders didn't conduct effective post analysis, the documents about the post responsibilities of enterprises copied the model of other enterprises, and did not seriously consider whether it conformed to the actual situation of their own enterprises, which would definitely lead to the unclear role orientation of enterprises.
Contradictions and conflicts arising from personal emotions
Conflicts caused by personal emotional factors are relatively difficult to deal with. Emotional contradictions are temporary, just like emotional changes, but if they are not taken seriously, they will also leave deep scratches on the harmony of organizational interpersonal relationships.
Everyone's emotions are unpredictable and difficult to control. When dealing with emotional conflicts, the best way is to put yourself in the subordinate's shoes. For example, a catering employee came to work early in the morning and forgot to bring an umbrella because he was in a hurry to catch the bus. He was drenched on the way. To make matters worse, the catering employee accidentally lost his wallet while squeezing the bus. Although there was nothing particularly valuable, he still put in half a month's salary.
When he rushed into the company, he was already late 10 minutes. Obviously, this month's bonus has been suspended again. All these experiences are unbearable for a man with a bad temper. He wanted to vent, and finally he had an argument with his colleagues, resulting in contradictions. To solve the contradictions caused by such emotions, you'd better deal with them with love and compassion.
Remember, we should win the support of those catering staff who get angry for no reason. To work with him, when he puts himself in others' shoes and feels it in his mind, sympathy will dissolve resentment.
Conflicts arise from different strategies.
Half-brothers are also different, not to mention colleagues from all corners of the country. Personality and cognition determine a person's coping strategies, and everyone's personality and cognition are often inconsistent, leading to differences in coping strategies between people. If these differences are not effectively reconciled, conflicts will arise.
In other words, people's ways and methods of dealing with things, as well as their attitudes and attention to problems are different, which will largely lead to contradictions between people.
Under normal circumstances, both sides of the contradiction will not give up their work style for many years easily, unless they really let both sides know whether their respective methods are beneficial or harmful to the solution of work problems, and tell them the great benefits that the correct way of doing things will bring with practical actions, it is possible to resolve contradictions and eliminate frictions.
Are you online? Emotional? People in a state can't listen to any excuses from the other side. At this time, the intervention of the third party will lead the attention of both sides to the same direction, which provides the possibility for the final understanding.
As a leader, we should not arbitrarily say that so-and-so is feasible, but belittle so-and-so arbitrarily. The best way is to speak with facts. The purpose of doing this is not only to let the parties see each other's advantages and disadvantages with their own eyes, but also to provide them with a better and effective way of thinking to solve problems.
Of course, you can also let them try to do it themselves, or have a competition, divide the task into several parts, let them handle it separately, and convince the parties with the final result.
Competition for limited resources
Limited resources are scarce, which leads to various forms of competition. This kind of competition will lead to conflict to some extent. For an organization, its financial resources, material resources, manpower and promotion opportunities are limited, and the competition for these resources by different departments will inevitably lead to conflicts between departments.
Inconsistency between values and interests is the main reason for the conflict. Values are formed in a person's long-term life practice, and it is difficult to change them in a short time. Therefore, the conflict of values also exists for a long time. Conflicts of interest are reflected in two aspects: first, direct conflicts of interest; The second is the indirect conflict of interest. For example, unfair treatment is a direct conflict of interest; Conflicts caused by training opportunities, development opportunities and other issues are reflected in conflicts of indirect interests.
Special instructions:
As far as solving the internal contradictions of catering staff is concerned, persuasion is better than high pressure, and influence is better than punishment. Only by gaining the trust of catering staff and understanding their inner contradictions can we find the key to solving the problem. Of course, in practice, depending on the actual situation and degree, punishment according to regulations should complement each other, and the psychological contradictions of catering employees can be resolved. Therefore, the treatment method is particularly important.
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