Conflict in the workplace is inevitable. Whether scarce resources, unrealistic expectations, or differences in values and interests are causing the problem, the results do nothing but hurt your organization. You know you need to confront the issue, but the idea of getting pulled into a feud between competing employees or blowing the whistle on under performers can be very daunting.
Managing Multiple Generations in the Workplace
No matter how tempting the thought is, you can’t simply ignore things, hoping the problem will fix itself. Unresolved conflicts can cause decreased productivity, lowered morale, and dysfunctional relationships in the workplace. On top of that, teamwork suffers and organizational goals fail to be met.
If this sounds familiar, relax, you’re not alone. While conflict is a normal part of the workplace, it doesn’t have to tear you apart on the job. That’s why we offer Resolving Conflict Constructively, a workshop designed to give you the skills necessary to handle conflict in the workplace l
Conflict in the workplace? Losing talent because of a lack of promotional opportunities? Generational stereotypes obstructing communication and productivity? You’re not alone.
Today’s workforce is more diverse than ever, combining four generations with distinctly different values, attitudes, and work expectations.
So, if age doesn’t pop into your head when you hear the phrase “diversity in the workplace,” then you better start thinking about how different generations in your workplace affect productivity.
Managing multiple generations is challenging. But not managing them properly is a sure-fire way to bring your company’s progress to a screeching halt. Do you really want to deal with misunderstood communication and the mistakes it breeds? Do you want to lose valuable input from talented employees? How do you feel about high-volume turnover?
Let’s face it…traditional employee performance reviews don’t work.
Unfortunately, too many managers view them as a necessary evil—an interruption in an already too busy routine. It often becomes a once-a-year, check-the-box activity, rather than a summary of the coaching and feedback discussions that should have occurred throughout the year.
How Should Performance Reviews Work? Done properly, performance reviews allow you to develop your existing workforce, shape the culture of your organization, and get more things done.
By using KEYGroup’s systematic approach, effective leaders clarify their expectations and motivate employees to achieve optimal performance levels. Using this approach is also an excellent way to support talented employees and cultivate future leadership.