It may also be that you need to give feedback about changes to working practices, or maybe the office seating plan, as a result of the issue that has occurred. This may not be the issue for you, but after an issue, in most cases, a review is done and this sometimes brings new suggestions to the fore. In this case, you need to explain the changes and discuss with your staff members.
It is vital that you don’t simply tell them what is going to happen, and don’t give them a chance to have their own say or input. Whilst the review has stated that these changes need to happen, deciding how they’re going to happen and how is something you can discuss with your employees and allow them to give important feedback on. By doing this, you’re allowing them to put forth their ideas and be listened to. This shows that they are valued and it improves morale as a result.
So, if changes are needed, gather everyone around the oval boardroom table and discuss it. Explain what has happened and explain that a review of the situation has suggested the changes you want to discuss. Then, explain that these aren’t set in stone, and that you want to talk about how they can be implemented and the best way to make them work for everyone.
By allowing your employees to put forth their input, you’re showing them that they are a vital cog in the wheel of your business, and that you value their suggestions. Ironically, this can also help to avoid further conflicts occurring in the future, and can certainly improve morale to the point where productivity is on the rise, after the initial incident which may have caused a slight dip.
The single best way to deal with any type of backlash or aftermath to an office issue is to face it head on and talk about it. Avoiding it and pretending it hasn’t happened is going to create a “doors closed” culture within your office space, and in terms of morale and productivity, this is not going to lead anywhere positive.
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