The psychologist gave advice on conflict resolution at work

Constant excuses and excuses from employees do not solve problems, but create a dangerous "managerial illusion", driving conflicts inside. This opinion was shared with Izvestia on September 6 by the HR Director of the consulting company OOO "Together.ABOUT", practicing psychologist Dmitry Chernyshov.

The expert explained that excuses, although they are a defense mechanism against fear and anxiety, destroy the team in the long run.

"Distorted information in the form of excuses creates a virtual reality in which, instead of solutions and working with the truth, new causes for conflict are formed," he said.

As a solution, the psychologist offered the managers a clear five-step action plan.

"The first step is to listen without interrupting. You need to understand the real reason for the employee's excuses to look "right," the expert advises.

According to him, the second step is to put the problem in a constructive direction.

"For example, if the phrase sounds: "I did not make a report because the accounting department did not send the data," the head should reformulate it.: "I understand that the problem is that data exchange between departments is working with delays. Is that right?" said the psychologist.

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The third step is to remind you of your area of responsibility. This helps to eliminate the desire to shift the blame to others.

"The fourth, key step is to apply the principle of 'We don't look for the guilty, we look for and find a solution.' Ask a future-oriented question.: What can I do to ensure that the data arrives on time next time?" — recommended by a specialist.

The fifth step is to offer support by simply asking, "What do you need from me to solve this problem?"

According to Chernyshov, consistent application of this algorithm and the personal example of the leader will help to move the team from a culture of excuses to a culture of responsibility and joint search for solutions.

On July 15, Evgenia Gankina, director of the Roskachestvo Organizational Development Department, said that a full-fledged return to work processes after burnout should be approached gradually. According to the expert, after feeling an improvement, a person often strives to get into business at full capacity as soon as possible, but it is haste that contributes to a new round of exhaustion.

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