When a conflict arises, it is natural that we want to flee. However, the best solution is to take care of it as soon as possible.
This article has been translated from our English edition.
The opinions of the employees of You are personal.
While some can handle conflict better than others, no one really enjoys it awkward or challenging conversations. From ending a relationship to firing someone, there are three reasons to consider for difficult conversations.
1. Avoidance causes increased internal stress. If we don’t talk about problems, they rarely go away; we get stressed and unhappy.
Stress causes all kinds of problems, from poor sleep to being too impatient with those around you. This incongruity between feeling inside and not doing or saying something causes internal stress. Although these conversations can be challenging, Fear of insecurity That leads us to these types of conversations, which are sometimes much worse than the confrontation itself.
Avoid overcoming a lot of stress and internal conflicts as soon as possible when talking to others about how you are feeling.
2. Frustration leads to emotional outbursts. They all have a boiling point. Holding on to ailments that aren’t properly addressed leads to an emotional explosion that backfires. The person whose behavior made you angry has no idea that you are so angry or upset. As a result of this explosion, you will feel hurt, bitter, and confused.
Sharing problems early on will provide clear, actionable articles to help you resolve that anger or think about ending the relationship by avoiding confusion.
Most people are sensible and happy to make changes. Those who don’t will at least understand why the relationship hurts and won’t be surprised. Set expectations and hold everyone accountable. This leads to some awkward conversation, but it’s better to have all the cards on the table than to get a problem out of control.
3. Procrastination usually causes bigger problems. If you ignore bad behavior in an awkward conversation, the problems double and it gets worse. This will hurt your relationships and could lead to major setbacks. For example, when you have an employee who doesn’t satisfy yours Standards of conductBut you keep avoiding confrontation. There is a possibility that behavior will be more influenced in the future.
Do you treat your standards like a high jump or a levitation? Are the others jumping above the standards you set or below the bar? Have the challenging conversation today, and explain why you hope your team will jump higher. If you deal with conflict now, you are sure to avoid disaster.