HRPA Hamilton - 7 Strategies to Reduce Workplace Conflict Through Employee Engagement - 2014
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The document outlines seven strategies to reduce workplace conflict through employee engagement, emphasizing the importance of addressing root causes and implementing proactive measures. Key strategies include handling change effectively, setting clear expectations, and fostering accountability and recognition within teams. It also discusses generational differences in the workplace and stresses the need for a clear vision, an engaged team, and a sense of urgency to drive effective change.
HRPA Hamilton - 7 Strategies to Reduce Workplace Conflict Through Employee Engagement - 2014
- 3. 7 strategies to reduce workplace conflict through employee engagement…. Actions to apply……because we have seen them work in the real business world!
- 5. Our goal for tonight …. To address the root cause of conflict in business settings, and share some proven tools and learnings to help you with you team A proactive approach
- 6. Top 7 business lessons we have learned: 1. 2. 3. 4. 5. 6. 7. Dealing with and handling change Clear expectations 90 day plans Accountability Recognition Practice of Giving an ‘A’ Coaching, leadership, management and a couple more….
- 7. “You can not solve a problem with the same mind that created it.” - Albert Einstein
- 8. “There is no conflict in reality, check your premises.” - Ayn Rand
- 9. "There is no more destructive force in human affairs - not greed, not hatred - than the desire to have been right. Non-attachment to possessions is trivial when compared with non-attachment to opinions." - Mark Kleiman
- 10. Issue of generation gaps in business The 4 generations: Traditionalists: Baby Boomers: Generation X: The Millennials: before 1945 1946 – 1964 1965 – 1980 1981 – 2000 (aka Generation Y)
- 11. Open dialogue…. How do you see the different generations effecting you or your organization? Is there any advice you can share?
- 12. One: Dealing with and handling change…
- 13. "Consider how hard it is to change yourself and you'll understand what little chance you have of changing others." - Jacob M. Braude
- 14. “If you don’t like change, you will like irrelevancy even less!” - Tom Peters
- 15. To drive change, 3 key elements MUST be in place: 1. A clear VISION 2. An engaged TEAM 3. A sense of URGENCY If any of these are missing, conflict will exist
- 17. Open dialogue…. How do you currently get people to set clear goals and expectations in your organization? What do you see happening when expectations are not clear?
- 19. Invite people into the strategy…. Everyone has fingerprints!
- 20. Everyone has a sense of urgency to hit stretch goals
- 24. Six: Practice of Giving an ‘A’…. Source: ‘The Art of Possibility’, Ben and Rosamund Zander
- 25. Seven: Coaching, Leading and Managing… Coaching skills
- 27. RULE: you can’t motivate people …..they were once already motivated
- 28. Wait…one more Honey, are you ready for your performance appraisal?
- 29. Reports for free…. • Top 5 Issues Facing Ontario Businesses • Develop an Effective Training Program that Produces Results • Finding & Keeping the Best People by Design – an 8 Step Process • The New Reality of Sales • Marketing for Small-Medium Size Businesses • How Small-Medium Size Companies are Using Social Media triggerstrategies.ca