The Workplace Should Not Be A Battlefield
1. Have an Open Yet Frank
Conversation with Your
Manager
You are probably thinking: “But,
you do not know my manager”.
To re-connect and get down
to the core of the underlying
issues, it must start with
open communication.
Taking into consideration what
type of manager you have, be
sensitive towards the timing of the
request as well as when you will
have this session.
Face-to-face is always the first
prize, but if online or virtual is the
only option, ensure that you can
have the conversation in private
and that you would not have
any interruptions.
Park the emotions. In a workplace
setting, you mustn’t speak from an
emotional point of view, but rather
from facts. I.e. instead of saying:
‘I am feeling you are ignoring me
and don’t use my suggestions’,
change it to, ‘I have noticed my
suggestions on the last two
projects were put on the back
burner, how would you like me to
address future suggestions and
input to ensure it is of value?’
This way you immediately open
the conversation with your
manager. If there is an expectation
of him/her for you to step up, they
can air it now. Use this opportunity
to re-align his/her expectations of
what you need to do.
2. Don’t Accumulate an
Army
The biggest mistake you can do is
to create an army of supporters of
how unfair or unreasonable your
manager is.
The workplace should not be a
battlefield, but rather a playing
field of an A-team practicing to be
the best, not only on the field but
also off the field.
By saying this, practicing is hard,
sometimes even painful, but when
you withstand the resistance, the
perseverance pays off.
If you use it as a battlefield
and spread a negative vibe in
the working environment and
exaggerate the emotional turmoil
within yourselves, you not only
jeopardize possible transfers,
promotions, and solving the
relationship, but you also affect
the overall performance of
the company.
Always remember, the issue is
between you and your manager
-- not your colleagues and the
manager. Keep it private.
3. Ditch the Mentality of
Being a Victim
Take the responsibility of your
actions upon yourself, confidently
step up and do what you need to
do, within your job specification.
The fact that you feel that your
manager doesn’t advocate for
you isn’t necessarily all your fault,
but taking ownership and being
responsible for your actions
put you in a better position to
state your case and improve the
relationship.
Victims expect lenience, are
self-righteous and are looking
for excuses. Victors step up, take
responsibility, suggest solutions
and find amicable ways to work
with each other.
Personal Excellence presented by HR.com AUGUST 2021 13 Submit Your Articles
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