1. Define the problem
Have you ever had one of those moments where you argue about everything except the issue in question? You’re certainly not alone. When you’re in a position of disagreement, the first and most important thing to do is to take a moment to reflect and identify the core issue(s). Be objective; sit down with a piece of paper and write out everything you think is an issue, then rank the most to least important. The real issue is usually looking right back at you from the top of the list.
External validation is valuable. Find a trusted colleague or friend, explain the situation, and show them the top three items on your list. Ask what they would focus on, and listen hard to their answers to decide if you’d change your ranking. Sometimes the list technique also helps us to understand that we’re just over-reacting and there is no core problem that needs to be addressed. If so, perhaps having a discussion with your trusted colleague or friend is a good idea. They may have some insights to share. Remember, 90% of conflict is just inadequate or ineffective communication. By defining the problem, you may find that you’re just not communicating well; a relatively easy and short term problem to fix.
2. Find Common Ground
For every two things you and your supervisor disagree on there are probably twenty that you actually do agree on. Focus on the common ground first, then start talking about the points of disagreement in a safe and private forum, rather than just going into whatever it is that’s making you feel reactive. Often the points of agreement mediate the points of disagreement; for example, you may not agree on a specific item of the dress code, but you do agree on the need for the company to be professional and successful. Bring out your support for professionalism as a mediating factor for your disagreement about the item of clothing and the conversation will be more productive. Who knows? Maybe both parties can find things they can change.
3. See the Other Point of View
Your supervisor has a point of view. By actively listening to them express that point of view, you are signaling a willingness to listen and engage, as well as a respect for their authority. You don’t have to agree with what they are saying, but you do need to listen and take their view into account.
If you’ve already identified what you believe the core problem is, you might test the waters to see if your supervisor agrees with your number one issue being the primary area of concern. If they don’t, then you need to add their concerns to the list of issues you made to consider their points.
4. Set Boundaries
There are things you and your supervisor will not agree on. These usually include illegal situations such as sexual harassment and discrimination, but you may have ethical boundaries of your own that you simply cannot cross. Know what these are, and keep them in the forefront of your mind as you talk to your supervisor.
5. Escalate if Absolutely Necessary
Most companies offer several ways of resolving conflict between supervisors and workers, including employee assistance programs (EAP), human resources intervention, and even third party mediators, that can all be valuable resources when you feel like you are “stuck”. I rarely recommend going “up the chain” to your supervisor’s supervisor because this can be seen as an aggressive move that puts your supervisor into the complex position of having to manage both you and their boss – a situation sure to cause conflict in itself. Employees often do well to start with an off the record discussion with their Employee Assistance Program to help them frame their thoughts, before working with human resources to address the issue. The only exception to this case is when you believe something illegal is occurring in which case it is your obligation to notify HR or your internal compliance officer immediately. The role of HR is to take both the company’s and the employee’s interests and attempt to mediate a mutually acceptable solution wherever possible. It’s a complex role where you can’t make everyone happy, and skillful practitioners are in high demand. Remember your HR representative is a person who should be treated with respect if you expect them to work on your behalf. Outbursts of emotion should be checked at the door, and your best chance of resolution is being seen as willing to work with your supervisor to find mutually acceptable outcomes.
To Sum Up
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