What do you do if your supervisor and subordinate clash over decision-making?

1 Assess Situation

Before jumping into action, take a step back and assess the situation thoroughly. Listen to both parties to understand the root of the conflict. It's important to identify whether the clash is due to personal differences, a misunderstanding, or a fundamental disagreement on work-related decisions. This initial evaluation will help you determine the next steps to take, which may include a one-on-one discussion with each party or a group meeting to address the issue collectively. Remember, your aim is to gather information without taking sides or making premature judgments.

2 Open Dialogue

Encouraging open dialogue is a cornerstone of conflict resolution. Arrange a meeting where both your supervisor and subordinate can express their viewpoints in a controlled environment. It's your responsibility to ensure that this conversation remains respectful and productive. Act as a neutral facilitator, allowing each individual to speak without interruption. This process helps in clarifying misunderstandings and reveals the underlying concerns that may be driving the conflict. A transparent communication channel can lead to mutual respect and a willingness to compromise.

3 Set Objectives

Once the dialogue has opened up pathways for understanding, it's time to set clear objectives for moving forward. These should be mutually agreed upon goals that focus on the well-being of the team and the organization. It's essential that both parties feel their input has been considered in setting these objectives. This step is not about winning or losing but about finding a common ground that allows for effective collaboration and decision-making.

4 Offer Support

As you work towards resolving the conflict, offering support to both your supervisor and subordinate is key. This could involve providing additional resources, training, or simply being available to listen to ongoing concerns. Your support demonstrates your commitment to finding a resolution and maintaining a positive work environment. It also reinforces that the organization cares about its employees and their ability to work together effectively.

5 Implement Changes

After establishing a plan to move forward, it's critical to implement the agreed-upon changes. This might involve revising decision-making processes, improving communication channels, or even altering team dynamics. It's important that these changes are monitored and adjusted as necessary to ensure they are effective. This step shows that you are taking the conflict seriously and are dedicated to improving the situation for the long term.

6 Monitor Progress

Finally, keep an eye on the progress after implementing solutions. Regular check-ins with both parties can help you gauge if the conflict is truly resolved or if further intervention is needed. Monitoring the situation also provides an opportunity to celebrate improvements, which can boost morale and reinforce positive behavior. Remember, conflict resolution is an ongoing process, and your proactive approach will help prevent future clashes and promote a more cohesive team dynamic.