Team spirit is an important aspect of the company's success
The efficiency of a company depends not only on the technologies implemented, the level of management and marketing, but also on the mood of the team. People with different temperaments and manners, life patterns and habits, problems and goals work in the company. With the desire of management and a competent approach can create a comfortable atmosphere in the team, which will contribute to the development of the company. constructive and productive work requires that employees acted as a team and were interested not only in their own earnings, but also the success of the enterprise as a whole. Of course, this is ideal. In reality, there are often disagreements, misunderstandings and conflicts in teams.
Conflict at work and tension between employees is a daily reality for many people. However, conflict is not always a bad thing. People disagreeing is the norm because everyone sees the world through the lens of their own experiences. What's more, conflict can be beneficial. For example, management consultant Liana Davey writes in her book "You first" that disagreement within a team allows to synthesise different views in order to get more thoughtful solutions. This approach makes it possible to take into account a large number of aspects that one person might not have noticed.

Of course, not all disputes produce constructive results. Often work conflicts become destructive and cause negative emotions. Then it goes beyond work disputes and moves to the personal level.
Constructive and destructive conflicts
Some tips on how to stay out of destructive conflicts and how to get out of them:

1. Do not interpret other people's actions. People tend to make up things that are not there. Psychologists believe that our emotions are primarily a reaction not to reality, but to our thoughts about it. For example, if a colleague did not respond to your message, you do not need to invent reasons for such an action - it is better to go and calmly find out why this happened.

2. Do not compete where you can and should co-operate. There is a fundamental concept in economics that there are fewer goods than people would like. People see the world as a finite amount of resources that are distributed among people. By analogy, during workplace conflict, people also share resources, which can be visualised as a pie. Each participant strives to prove that his or her idea is better. Of course, a person does not want to lose and settle for a smaller piece. But in such a situation, both ideas can be correct. Or a third option can be found that is the most optimal. The real goal of teamwork is not to divide the pie, but to act in such a way that the pie becomes bigger, respectively, each team member will be able to get a bigger piece.

3. Argue constructively. It is not necessary to evaluate and label your interlocutor. You can criticise the result of work, but not the person himself. It is necessary to operate with facts that will confirm your opinion and offer an alternative.
The manager is the provider of team spirit
The atmosphere in the team depends a lot on the management. It is the manager who sets the mood of the team with his mood, behaviour and communication style. If the boss is nervous, sharp and constantly dissatisfied, the employees are unlikely to have a great desire to work for the good of the company. If the boss is calm, tactful, judicious and has a competent approach to communication with his subordinates, the team will be maximally interested in achieving common goals.
How a manager should build communication with subordinates:
  1. Be polite. Do not insult subordinates. Obscene words and language constructions that humiliate a person should be excluded from the manager's vocabulary.
  2. Do not shout at a person. It won't do anything. Besides, you will look like a hysterical woman. The employee will walk out of the office and tell others that the supervisor is crazy. This will definitely not help build your credibility. It is better to calmly explain to the person what he is wrong or what you are right.
  3. Set clear objectives. It is important for employees to clearly understand what they want from him and what the result of work should be. Your task is to specify what result you want to get and to stipulate the main strategic points. The rest is up to the employee. You've hired a professional - he or she should know how to do the job. If the employee has questions or needs clarification, take the time, don't leave the question unattended, so you will get better results.
  4. Analyse what your subordinate has done. He will do it much better next time. If you yell at him, throw papers in his face with the words "Everything is wrong here", he will leave offended, and he will have less desire to work in the company.
  5. Persuade rather than coerce. Employees' decisions and opinions are not always the same as management's. If an employee's decision is correct, praise him/her. If the employee is wrong, he or she should be persuaded to act differently. Find arguments that will help to change the subordinate's mind. If you achieve a change of position by persuasion rather than coercion, the work will be done faster.
  6. Don't let your employees lack information. Your subordinates need to know and understand where and how the company is going. With the right information, they can become brand ambassadors and keep the business moving.
  7. Value your employees' time. Don't hold useless meetings that waste time and energy. Hold the really important meetings on the scheduled dates
  8. Don't be stingy with praise. It is a strong motivator. However, praise needs to be given in the right way. Do it in a timely and public manner. In this way, the charge of positivity will be greater. Use praise in moderation, otherwise it will no longer motivate your staff. People tend to get used to it and overlook pleasant things.
PAnDiKubiz marketing's professional advice
Proper communication plays an important role in virtually every aspect of your business. It can improve efficiency, productivity and innovation, keeping employees motivated and setting the stage for your business success.

Naturally, managers are interested in a healthy team climate. However, it is not always possible to achieve this on their own. The reasons may be very different, and not always they will lie on the surface. In this case, it is worth turning to specialists who will help to understand the situation, resolve the conflict, establish communication and unite the team. PAnDiKubiz provides advice on company organisation and staff motivation. We will help you to create a team that will be able to achieve your goals.
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