Hier erfahren Sie, wie Sie aktives Zuhören nutzen können, um Konflikte innerhalb Ihres Personaldienstleistungsteams zu lösen.

Use questions that require more than a yes or no answer to help the speaker expand on their thoughts and feelings and also how understanding and empathy for the speaker’s emotions and perspectives. Acknowledge their feelings without judgment.

We must create a safe environment with psychological safety. I.e. an environment, with positive attitude in which people feel free to speak up with out feeling blamed. This creates respect for us and respect for them. So they feel they have been heard and tgere is trust. We can trust them. They can trust us. When trust is gone. Psychological safety is gone.

Focusing on the concern of each team member one by one and then understanding their actually problems. First, Ask about possible solutions from them even according to them and then find a middle way to satisfy all of them. The special thing is that when conflicts arise in teams, someone or something has to compromise to find a solution to the problem. Now, as a Team Leader, here it is our responsibility to make our team members understand that they can all cooperate with each other and work together.

To solve conflicts, members need to materialize empathy and mutual respect. Active listening can help resolve conflicts by ensuring all team members feel heard and understood, which fosters mutual respect and empathy. This can only happen if we listen keenly and repeat other people’s worries in a different way; once we establish where we agree then there will be no need for misunderstanding. By attentively listening and paraphrasing the concerns and viewpoints of each party, misunderstandings can be clarified and common ground can be identified. It is through this joint effort that we will be able to communicate openly with one another. This approach encourages open communication, leading to more effective and amicable conflict resolution.

We cannot solve any problem if we cannot understand what is the problem what is causing it, what is the imoact or actual outcome VS what should be the expected outcome. For that we should seek for behavioral PATTERS (good behaviour) vs ANTI-PATTERNS (not acceptable behaviour). Based on facts and observation.

We must create a safe environment with psychological safety. I.e. an environment, with positive attitude in which people feel free to speak up with out feeling blamed. This creates respect for us and respect for them. So they feel they have been heard and tgere is trust. We can trust them. They can trust us. When trust is gone. Psychological safety is gone

Set clear goals: Make sure everyone is aware of the project's vision and objectives. Give recognition: A simple "thank you" can go a long way in retaining and engaging employees. Prioritize feedback: Employees value feedback and it can directly impact their engagement. Celebrate success: Recognize group achievements by hosting a party or celebrating other milestones. Encourage autonomy: When employees feel in control of their work, they're more likely to be engaged and feel a sense of ownership.

There will always be opinions. This is why we must hear everyone involved. But most imporrantly we must stick to the facts, not the opinions

Clarification is so important. We can all miss-understand. This is a great oportunity to clarify and correct miss-understandings and put them right.

Reflection and clarifying help resolve conflicts by ensuring all parties feel heard and understood. For example, by summarizing the other person's points and asking questions to confirm understanding, you can uncover underlying issues and misunderstandings. This approach fosters empathy and reduces defensiveness, making it easier to find common ground. Tips for effective use include maintaining eye contact, nodding to show engagement, and using phrases like "What I'm hearing is..." to demonstrate active listening.

There will always be opinions. And that is great. The most importand opinion is the one all agree or at least the majority agrees or at least the majority is ok with it. So we can move on and solve as agreed.

Active listening helps explore solutions together by creating a collaborative environment where all parties feel respected and valued. For example, by attentively listening and acknowledging each person's perspective, you encourage open dialogue and the sharing of ideas. This mutual respect paves the way for brainstorming and finding solutions that satisfy everyone involved. Paraphrase key points, ask open-ended questions, and summarize discussions to ensure clarity and shared understanding.

Follow up promptly: Don't wait too long to follow up. Be polite: Use a friendly greeting and address the recipient by name. Personalize your outreach: Adapt your communication style to the personalities and work styles of the people you're following up with. Space out your follow-ups: Consider that everyone has different lives. Use different communication channels: Ask how someone prefers to be followed up with. Automate your follow-up routine: Integrate your follow-up tasks and reminders with other tools and processes to save time and reduce errors. Collect feedback: Ask for suggestions on how to improve your follow-up process.

1. Be Honest and Upfront: Honesty is the best policy. Briefly explain the circumstances of the layoff without going into too much detail. For example, “The company underwent a major restructuring which affected my department.” 2. Highlight Your Achievements: Emphasize the accomplishments and contributions you made during your previous role. This showcases your value and the impact you had on your former employer. For example, “During my time at XYZ Company, I led several successful projects that resulted in a 20% increase in productivity.”

Desde el punto de vista empresarial, implementar una política global de escucha activa genera multitud de beneficios, tanto internos como externos, que pueden ser muy positivos para el medio y largo plazo. Entre ellos, cabe citar: Aumento de la confianza hacia la dirección, transmitiendo a los empleados toda una serie de valores positivos, como transparencia, implicación, trabajo en equipo, fidelidad o confianza.