If I were the leader, then I would first find out the reason for the quarrel; Then, make a fair and reasonable judgment from a fair standpoint. The wrong party should let him realize his mistake and make corresponding punishment decisions according to the size of the wrong problem. And put forward the requirements to avoid similar situations in the future.
For the right side, first make sure that he is right. Then, tell him that the way to solve the problems in his work is to report to the competent leader in time, and the competent leader will come forward to coordinate and deal with them. Instead of arguing with colleagues.
Two colleagues in the office are quarreling. Let's see how these two people relate to you. If the relationship with you is normal, first switch your mobile phone to the ringtone interface quietly, and symbolically say, "You two quarrel separately, sit down and calm down first, and your anger will hurt your health ..." (Don't make any judgment, because a bad relationship will offend you. ) Then turn on the bell quietly. When the bell rings, pretend to open the door and answer the phone. Maybe he will die in kung fu now (the more people quarrel next to him, the more proud he is, and no one can quarrel). Even if we quarrel, maybe other colleagues will hear us, so we won't quarrel now. If you pretend to go back to the office, they have calmed down. You don't have to say anything, and no one will offend.
If they have a good relationship with you, maybe they can save face and give themselves a step down. Just advise them to talk less and not to hurt their feelings in the same office, so that you can reconcile them and even give them a fair and just evaluation. Because you have a good relationship with them, they will eventually listen to you and work together.
If I have a good relationship with you and a bad relationship with you, even if I say those words on the surface, I will secretly comfort the person who has a good relationship. If there is a fierce quarrel, and the other party obviously bullies the one who has a good relationship with you, it may be obvious to help. Of course, we advocate using reason to help. If you can't get rid of a fight, you should explicitly ask other colleagues to help you. You can't go by degrees.
Anyone who encounters this problem will be embarrassed, and there is no best way, which varies from person to person. As colleagues, we spend a long time together every day. Let's get along well and try our best to understand and tolerate each other. Even if there are differences and contradictions, don't take them to heart. Communicate well, solve problems in time, don't embarrass other colleagues, and don't affect your mood.
I did encounter a similar situation. At that time, a male colleague and a lesbian had a conflict. The atmosphere was tense and explosive, and their faces turned red. You stare at me, and I stare at you. Call quickly.
I was looking at something else when I turned around and suddenly realized this situation. My instinct at that time was to protect women. I didn't think too much. I grabbed my female colleagues and dragged them away without saying anything.
In hindsight, it is estimated that both sides did not want the situation to escalate, that is, the atmosphere was stiff, but how to step down and how to end it would be troublesome.
As for me, because I was passing by, I didn't think too much, so I took one away without saying anything, that is, to let everyone leave the frozen and hot energy field.
If we really start fighting with each other, it will really have a bad influence. There will be many unprovoked people watching the fire from the other side, watching the fun and watching jokes, adding fuel to the fire and having a heated discussion. If it does happen, although these consequences have nothing to do with me, I vaguely feel that it is not quiet and it is not a better thing for people.
I don't know if they wrote anything later. I didn't ask around.
Looking back now, many years have passed.
Looking back, I think I did the right thing.
A quarrel between colleagues really happened to me a few years ago, and the scene at that time is still vivid.
That's because of an activity organized by the unit. Colleague Z has always attached great importance to this matter, because he wants to gain the approval of the leaders through this activity, and has always strictly abided by various regulations during the activity.
Colleague l, a young girl who just joined the job, is simple and does not stick to some irrelevant requirements stipulated in the activity. After the activity, Z and L both won the Excellence Award. As a result, Z was very angry and thought that the leader was biased and L should not win this prize. So, on the way back to the office after the meeting, Z complained endlessly about the partiality of the leader and accused L of being rewarded and guilty.
This happened to be heard by L who walked behind. Because there were many people at that time, she went back to the office with Z. As soon as she entered the door, she cried and asked why Z was targeting herself. Z didn't give this award, so it's obvious bullying. She is a little girl from other places who just graduated.
How can z admit it? She denied what she said, and took me as a witness to prove that she didn't say it at all. At one time, she stressed that she had covered for the absent L several times when she was in charge of class inspection to avoid letting the leader record her absence. Of course, I don't know if Z's words are true or not. But I didn't appreciate it, crying and insisting on going to the leader to judge.
At that time, there were only three of us in the office, and I became the object of their contention. They both want to help me choose a side station, form an alliance and help them speak.
What should I do? Both of them are my colleagues, and there is no friction with me at ordinary times. Now I seem to be their judge.
First, no matter who is right or wrong on both sides of the quarrel, we must first calm down the emotions of both sides, find a step down the slope, and try to avoid the escalation of contradictions. Although they are colleagues who usually get along with each other, no one is willing to give up in the event of contradictions and quarrels. At this time, both sides will be emotional and don't want to let. As a third party, if you happen to encounter such a quarrel scene, you must first convince both parties to calm down, have something to say, and solve it slowly. Tell them that quarreling can't solve the problem, it will only intensify contradictions and cause psychological harm to both parties.
At this time, you should be smart and witty, and you'd better use a humorous tone to find a step for the quarrelling people, so that they can get off the donkey and go downhill to prevent them from continuing to quarrel. For example, you can say, "You two ate too much today. This is practicing throat to digest food! " "If you are older than them, you can also take advantage of this age and say jokingly," I can see that you two are young and your voices are so loud that it is almost shocking to my old bones! Have a rest and have dinner with me at noon! "
Of course, it's fake to treat them, but it's true to find them a step down.
Second, in the face of quarreling parties, we must not blindly stand in line and rush to conclusions, let alone make arbitrary judgments, but find out the ins and outs of the matter and help them solve the problem better. However, whenever two people can quarrel, the contradiction is generally concentrated in the explosion point, and both sides will feel that they are right or wrong. Even the untenable party will do everything possible to find reasons to defend itself. At this time, we must not blindly judge who is right or wrong, and we must not be too close to one side to make any noise.
We want both sides to calm down their emotions, understand the causes of the quarrel, find out the contradictions of friendship, and then stand on a fair stand, firmly safeguard the rational side, take care of the other side's emotions implicitly, and avoid saying some fierce words to stimulate her and make her dissatisfied with you.
Sometimes if you don't do a good job as a peacemaker, you may get yourself into trouble. So we should avoid this situation.
Third, if persuasion is found to be ineffective or the contradiction escalates, find an excuse to take one party away, transfer the contradiction, and let the other party lose the goal of quarreling. At that time, I used this trick to resolve the contradiction between two colleagues. At that time, the two did not give in to each other, especially the self-righteous L, so they had to pull Z to find a leader to judge. If this goes to the leader, it will also have a bad influence on our office, so I must find a way to stop it. Besides, it's not a feud between them, it's just a trivial matter.
So, when persuasion failed, I pretended that I needed someone to help me move things. I called Z, who was indefensible, and asked her to move things downstairs with me. At this time, Z knew that he had left with me and lost his quarrelling opponent. Although reasonable, he had no goal and had to give up.
I comforted Z on the way, there is no need to joke about a little thing, just apologize. Fortunately, Z listened to my words and sent a text message to L to apologize. The two finally became friends and avoided getting into trouble with the leader.
In the workplace, it is inevitable to meet colleagues and produce friction. As long as we are open-minded and haggle less, this kind of thing can be completely avoided.
If you have a quarrel with your colleagues, don't stay out of it and stand by, but solve the conflict fairly and properly. Don't talk about their right and wrong behind their backs afterwards, so as to create a harmonious working environment and make everyone happy.
Colleagues quarrel at work. What you should do depends on your role.
If you are a leader, of course, you should stop fighting. If it is because of work, we can separate them, listen to their demands one by one, and then solve them separately. If it's personal, warn them not to bring personal grievances into the workplace. If they quarrel in the workplace for personal reasons again, they can only be invited home.
If you are just an ordinary colleague and there are colleagues quarreling around you, of course, you should also pull them away. But there is no need to get involved too much, especially the question of who is right and who is wrong.
Specific analysis of the specific situation. The first thing to look at is the reason for the quarrel. If it is because of work, it will be easy. We will talk about things at work and reach an agreement, and the personnel relationship will remain peaceful and harmonious. If it is a work conflict caused by interpersonal tension, it is difficult or impossible for people with different views to get along with each other after solving the work problem.
Because of different views and opinions at work, it is common for colleagues to argue or even quarrel. There is no need to make a fuss, and it can be turned into a good thing in an instant if handled properly.
First of all, arguments help to make things clear. Many golden ideas are flashed in constant arguments and even quarrels. Only by daring to express one's opinions and not being afraid of authority can there be a spark of thought.
If there is a quarrel between colleagues, I will communicate with them in time, and I can't get it wrong, because it's all for work, and we can exchange views calmly. Everyone can express their opinions and seek common ground while reserving differences. We can't impose our views on others.
Arguments and quarrels should be based on facts, not hurting personal feelings, not insulting personality, and not expanding the scope indefinitely.
The unit is the same home for colleagues, and a good relationship with colleagues can create a harmonious and warm working environment, improve work efficiency and enhance everyone's feelings, which we are very much looking forward to.
Hehe, thanks to Wukong for inviting me. This question is very interesting and common in the workplace.
Two colleagues quarrel, one is pointing fingers at the mulberry and the other is trying to make it clear. You don't need to be embarrassed, because the two people who quarrel are not you. So how to deal with it? Beavers are classified according to the time, place and object of quarrel. We can divide the quarrel between two colleagues into the following situations, and share it with you now, hoping to help you.
The first is classified according to time, which can be divided into working hours and quarrels outside work. Quarrel at work, and you happen to be at the scene, no matter what two colleagues quarrel, you should persuade them. The way to persuade is to muddle along or hit 50 boards each, because although colleagues are not as good as couples quarreling at the bedside, they don't look up. After the quarrel, we quarreled, and the relationship between colleagues still exists. Harmony is more expensive. If you witness two colleagues quarreling outside work hours, it depends on your relationship with them. Be a peacemaker, the relationship is average, out of sight, out of mind, oil on your feet, and slip away early.
The second is classified according to location. No matter what time, if two colleagues quarrel in the office, you should also stop fighting. The way of persuasion is still to muddle along or play 50 boards each. If it fails, Beaver suggests that the two quarrelling colleagues should be locked in the office, or all colleagues should be watching. Hehe, once, two colleagues of Beaver quarreled in the office because of work problems, which finally escalated to a rampage. After the beaver's persuasion failed, they whispered, and then called the person who handled the affairs and other colleagues to judge you two and see who was the first. Then the beaver threw a boomerang at the two colleagues, pretending to call others, and they were caught by the two colleagues respectively. Two colleagues who quarreled almost smiled at each other.
The third kind is divided according to the object of quarrel. If two colleagues quarrel because of work, and you happen to know a little about the subject matter of the quarrel, you can guide your colleagues back to work in relaxed language, and some jobs are quarrels. If two colleagues quarrel because of trivial matters in life, I advise you never to get involved and leave with a handful of mud. The less you know about the trivia of life, the safer you are.
If these two departments are just brothers, not your boss or your subordinates, then stay away from them, don't see or hear them, and it's best not to participate in such things unless the gentleman is standing under a dangerous wall.
If it's your subordinate, stop. Understand the cause of the matter first. Your subordinates are right, so you have to fight for their interests. If our subordinates are unreasonable, we must educate and enlighten them. If it is a personality problem, this kind of person had better put a question mark in his mind? It is recommended to have a chance to replace it.
If it is your superior, you'd better not participate. On the one hand, you have no decision-making power, on the other hand, it is not good for you to see your superiors make a fool of themselves. But symbolically, it should be directed at your superiors.
If the boss encounters such a situation, it should be very sad. It shows that the atmosphere and culture of the company are still very weak. When you meet a strong boss, two people will each play 50 boards, or even all of them will be fired!
This kind of thing is very common in the workplace. If the leader tries to solve this problem, then the leader is too fall in price. Our company has established a fighting hall of fame. As long as you give the quarrelling employee a pair of boxing gloves, you can fight.
Of course, this kind of fight is not a fight, it is to vent all your inner emotions and achieve the effect of treating both the symptoms and the root causes. And those who often enter the Hall of Fame will be embarrassed themselves, and no one wants to be a frequent visitor to the Hall of Fame. Use this to realize the management role in this respect.
Everyone is not a child, quarreling at work is the lowest mistake, and the leader has to come forward to this kind of thing? It shows that this leader has no leadership ability and reduces his authority. There are two ways to solve this kind of thing: either zoom in infinitely, which is my current method.
As a result, employees fought and everyone laughed. I also exercised, and I feel much better than before.
Another way is just the opposite. The leaders turned a blind eye and let them solve it themselves. Don't underestimate the self-healing ability of employees. It is better to let them discover and solve problems spontaneously, which is conducive to their growth.
Leaders can't be kindergarten directors, especially when dealing with such things. Employees can't solve the problem, which means it's not mature. Go and experience it yourself.
Conclusion Leadership is an art, and employee quarrels are icing on the cake. Leaders who can handle it are very worry-free. They don't have to do such a thing at all. On the contrary, through this kind of thing, the cohesion of employees has been increased.