Question

You are the manager at your facility and you are about to turn the corner to head towards your office when you over hear two employees saying that you are a horrible boss and they want to report you to higher authority to have you fired. You continue around the corner and face awkward eye contact. When considering how this conflict could be resolved, what is your next move?

1) You tell them that they are bad employees and that you will fire them if you hear them talking like that again
2) You ask them to have a meeting so you can listen to what they have to say before you discipline them
3) You ask them to have a meeting so you can discuss the reasons for them feeling like that to try to get to the root of the problem
4) You don't do anything; you don't like your job anyway

Answer 1

To resolve a conflict after overhearing employees wanting to report you as a bad manager, you should engage in a dialogue with them to understand and address their concerns (option 3). Approach the conversation calmly, use open-ended questions, and focus on resolution rather than blame.

Step-by-step explanation:

After overhearing employees discussing their desire to report you due to being a horrible boss, the most constructive approach would be to opt for a bridge-building strategy. As a manager, one should choose a path that leads to resolving issues and improving relationships in the workplace. Therefore, option 3 - asking them to have a meeting to discuss the reasons behind their feelings, aiming to get to the root of the problem, is generally the best move.

In this situation, it's crucial to choose your words carefully and stay as calm as possible, demonstrating a willingness to listen and understand the other's perspective without being defensive. Engaging in an honest dialogue means asking open-ended questions, restating what you've heard to avoid misunderstandings, and focus on solving the problem instead of assigning blame. The goal is to repair wounded feelings, foster greater understanding, and maintain a positive working relationship.

If a resolution is not readily achievable, the next step may involve speaking with the supervisor or the HR department, especially if the conflict leads to continued stress or diminished team morale, indicating a need for intervention at a higher level.