Workplace Argument: How Safe?

It is commonplace to view expressing dissent opinion in a workplace as a RISKY thing that may land one in trouble.

But workplace argument or disagreement is a valuable tool that should be encouraged. Encouraging constructive conflicts or argument in the workplace produce more satisfied workforce and develop creative ideas.

It is a positive thing if managers should create an environment that encourages their workforce or team members to CRITICIZE each other POSITIVELY while RESPECTING each other's PERSONALITY.

So, how do we put the two ingredients (positive disagreement and respect for colleagues) in the same bowl to create a sweet work environment which produces the best from staff and organization?

Creating the understanding that disagreeing with one another doesn't mean one is insulting the colleague.

The responsibility is that of the leadership to create a forum that allows team members to react to each other's views on tea, coffee, or lunch breaks. This can be done by creating a consultation period regularly.

Team leaders who understand that workplace achievements go to the leadership allow criticism. To make it formal, a deliberate attempt should be made to create opportunities for such comments to be made face-to-face in meetings and social forums.

The forum and circumstances where an observation was made matters. Most times, the same comment can be misunderstood because of where it was made.

Lack of criticism in our workplace may result in FORCED CIVILITY, which should be avoided because it creates a climate of fear where workers correctly or incorrectly believe that it is the best not to say anything.

To further justify the argument in favor of workplace criticism, one may ask; Why do we put our research results through the peer review process? Why do we subject our research to professional reviews or comments, even when the reviewers may not understand the logic behind the concept we are putting forward? The truth is that such criticism becomes useful in most cases. That you are able to convince your reviewers or critics that your view should be adopted does not mean that those arguments are useless.

So, the onus is on the leadership to create the environment for constructive engagement of each member of the team to come up with what he/she thinks is a better solution to problems resulting from #COLLECTIVE-THINKING. A team solution is more lasting and satisfying.

From experience, it is the belief of so many subordinate staff that "CHALLENGING" the view of the "BOSS" is a sign of disrespect. This notion is however wrong. I have worked in some environments where I was the only person raising positive objections when new decisions are put forward by the boss. I have always avoided passing comment on issues behind the boss but put my views forward during a formal meeting. I never had any problem but was respected by my colleagues. We should always adopt a #"CONSTRUCTIVE-DISAGREEMENT" strategy.