The 3 A’s: Ingredients for a peaceful office life
With many different personality types in an office setting, the workplace can either be a pleasant place to be or hostile territory. A lot depends on the dynamics and interactions between personnel. When a coworker has done something inappropriate in their role as a manager or as an employee, destructive emotions and reactions can arise. In either position the repercussions can affect the entire department and ultimately the company’s bottom line.
For example, John and his coworkers had been working on a project for one of their largest accounts for the last few weeks. On the day before it was due to be presented to the client, John left work early with no explanation or forewarning. Understandably, his coworkers were furious that he skipped the final preparations, and the company ultimately lost the account. Now John is faced with working in a hostile work environment, knowing his coworkers are extremely upset with him.
If you are the person in the wrong, it is important to know what to do to resolve the tension you’ve created when seeking to improve office morale and return to a positive, productive workplace once again. A strong, respectful working relationship with bosses, colleagues, and subordinates can be achieved by utilizing these 3 A’s for a peaceful environment that everyone can enjoy being part of.
Apologize for a Peaceful Workplace
A disagreement among work staff can emerge from any number of situations. An email that seemed a bit too harsh in its language, personal phone calls when that 5 p.m. deadline is looming; numerous other circumstances and reasons can lead to an interpersonal conflict that requires a subsequent resolution.
John knew that to successfully continue his work, he needed to apologize to his coworkers. John gathered them together and said, “I would like to apologize for leaving work early Monday, the day our project was due, without informing anyone. I realize my actions wasted weeks of everyone’s hard work, and cost us the account. You guys have every right to me angry with me.”
If you are the person who is at fault, whether you are an executive or staff member the first step is to apologize. For decision-makers this might be difficult to do, but for most people an apology is a powerful first acknowledgement of responsibility. No matter the title, it means that the individual apologizing understands his or her error and is not likely to repeat it. It helps to dissipate the anger and other negative emotions from other staff associated with the situation.