Hiring a manger to take on tasks and implement working solutions, can be a somewhat of a crucial procedure. As an HR, you basically need to ensure that you can instruct the basics to an employee. For some this may be easy, but the office manager is the life blood of the company. Failed minor details, can lead to major mishaps, and this all on the watch of the office employee.
Set the precedent
Do not allow your office to intimidate you and avoid office politics at all cost. No office environment will ever be perfect, because of the many different personalities. Set the tone of the company by establishing a culture of sincere honesty and fairness. The job description of all employees never indicated that lying and backstabbing are required skills. The company values should match your own. If you can’t change it, then move along.
Nip bad politics in the bud
Whenever there is a whiff of negative social interaction in the air, step in and take immediate action. Getting the two parties together to talk about their issues is the only solution to get rid of unsavoury office conflict. In the long run, the business might suffer, and it’s up to you to prevent that from happening. Handling conflict isn’t something you’re taught in PA courses, it’s a skill that needs to be developed over time.
Let it slide now and then, but know when to take action
The moment an employee has been emotionally hurt by his or her colleague or when that employee is made to look bad, they are intruding on that person’s chances of career advancement. At any given stage of such an occurrence, you should intervene. Those who practice destructive office politics like to do their work in the shadows, hiding behind others, should also be seen to. Call out any bad practices and then encounter them. Don’t allow rumours and innuendo to grow and fester–cut them off at the pass every time.
Be inquisitive and attentive
When you get to the root of the problem in the office you will often find that it started with an immense fear of losing something or looking bad. Even the desire for more power can drive people to unscrupulous behaviour.
Author of The Successful Soloist, Marla Tabaka says, “As a leader, you must take a curious and mindful stance, rather than jump to conclusions or judge the individuals involved. Ask questions that will reveal their fears and put on your coach hat. Listen attentively to help both parties feel heard and validated. Once you understand their goals and concerns, agree to a joint course of action.”