How can you effectively handle team conflicts over productivity standards?

A alta liderança (Diretores Gerais, etc...) precisam estar alinhados com mesmo objetivo de negócio, e essa mensagem deve ser "cascateada" para as demais lideranças. Forçar a execução de algo importante para somente um lado, é muito custoso e gera muitos desentendimentos e morosidade nas entregas, conflito entre priorização das atividades, justamente pelos envolvidos não terem clareza do objetivo. Como resolver: 1) A alta liderança (Alta direção, CEO, etc) precisa passar a mensagem de forma clara sobre do que esperam em alguma mudança; 2) O "Cascateamento" da mensagem deve ser na linguagem que cada time entende; 3) A sinergia saudável vem quando todos ganham. Ha diferença entre constuir um muro, e construir uma Catedral!!!

Some common causes include unclear or unrealistic expectations, lack of communication, differences in work styles, and conflicting priorities. It is important to understand the root causes of the conflict in order to effectively address and resolve the issue. One way to do this is by fostering open communication and encouraging team members to share their concerns and perspectives. It can also be helpful to establish clear and achievable productivity standards, and to regularly review and adjust them as needed. Additionally, providing training and support to help team members develop their skills and work more effectively can also help to reduce conflicts over productivity standards.

As out industrial forefathers dtsted. - 'Measurement, measurement, measurement,.' create a baseline from which to determine actions. Measure the functions process requirements over 6 random events to determine the mean. This can be your baseline. Define acceptable deviations to the base. +5% or -5%. These are simply a baseline to measure outputs..NOT performance. Not everyone will perform a process the same. We assimilate and respond differently. If someone is performing below the acceptable level. Look at how and why they do it differently. Retrain if needed or perhaps find another internal role more suited. (remember, firing somebody is always a last resort. It is costly to find a replacement).

Dificilmente num mundo de adultos, alguém deixa de seguir uma padrão por puro desrespeito, ou intenção de sabotagem. A maior parte dos conflitos de padrão dentro da equipe que eu já presenciei vem por causa de falta de visão sistêmica, ou seja, limitação para enxergar a companhia e suas demandas principais. Quando isso ocorre, cada turno, ou time, tenderá a encontrar um modelo que seja o melhor para a sua situação e cenário, criando assim diversos padrões que na teoria funcionam, mas que se forem analisados profundamente, podem inclusive estar prejudicando alguém, principalmente o cliente.

The first thing to resolve that by understanding the cause and speaking to team members individually. asking open-ended questions they have difficulty understanding their feelings, needs, and perspectives. Explain to them and encourage them to work together to find the best solution our aim towards together

Searching the best combinations, from personal abilities of each one, and using the people on positions as comfortable as possible. Communication with all them, from a good leader.

Manejar eficazmente los conflictos del equipo sobre los estándares de productividad puede ser un desafío, pero hay varias estrategias que pueden ayudar a abordar y resolver estos problemas. Aquí hay algunos pasos que podrías seguir: Comunicación abierta: Fomentar una comunicación abierta y transparente es esencial para abordar los conflictos. Anima a los miembros del equipo a expresar sus preocupaciones y opiniones de manera respetuosa. Escucha activa: Escucha atentamente las preocupaciones de cada miembro del equipo y trata de entender su perspectiva. Negociación y compromiso Establecer estándares claros Capacitación y desarrollo Mediar cuando sea necesario

Acredito que seja identificar as demandas, identificar e aproveitar o que cada um pode contribuir para a equipe e motivando cada membro do time.

Identificar a causa da discussão, usar ferramentas da qualidade para definir muito bem o padrão e treinar os colaboradores com o aumento dos treinamentos e testes para validar o aprendizado, contribui para solidificar o conhecimento do padrão segui-lo como uma regra.

Listening to individuals is more than giving them a few minutes to voice out their concerns. It is not enough that you listen but also that you make them feel that you are listening. You must engage with them and validate their perspective and concern. Validating is the tool that brings down their guards and their feeling that you are against them. In doing so, you are able to bring them from their perspective expressed as they voiced out their concerns towards the resolution and the perspective that you aim towards together, without any emphasis on who was right and who was wrong or who was to blame. This allows a more resolution-oriented approach that allows for collaboration and insight.

Communicate clearly: Ensure that productivity standards are clearly defined and communicated to all team members. This can help prevent misunderstandings and conflicts from arising in the first place. Listen to concerns: Encourage team members to voice their concerns and listen to what they have to say. This can help you understand the root cause of the conflict and find a solution that works for everyone. Find common ground: Try to find common ground between team members and work towards a solution that everyone can agree on. This can help to resolve the conflict and improve team cohesion.

Algo importante da escuta ativa é traduzir a dor do outro e transcrever isso de forma clara e resumida, trazendo exemplos práticos de como resolver e sair da conversa com ações relevantes e executáveis dos dois lados, seja entre casal, amigos e familiares. Em uma empresa não é diferente, sempre nos deparamos com "desculpas verdadeiras", no qual podem atrapalhar nossas entregas, seja no prazo ou na qualidade da execução. Algo importante é ouvir o outro lado, e as vezes entrar no território do outro setor (no sentido de sentir a dor do outro) e oferecer de forma inteligente a ajuda de tempo, prazo ou recursos para que se sintam confortáveis para executar a atividade. "Vitória para ser comemorada, é quando vem sem rastros de sangue!"

Sempre mostrar empatia e ouvir o que cada um tem a dizer, identificar possíveis desvios, garantir que esteja em posse de todas as informações para melhor desempenhar suas atividades

This is easier than it seems. Mediate discussions where there is conflict and have a HR representative present. Reinforce company policy if affected or make a management or leadership decision as required. Make sure that the discussion is documented and outcomes are clearly understood. Ensure all parties acknowledge the meeting outcomes and co-sign the document. Explain the process to the meeting participants and ensure a follow up meeting is scheduled in an appropriate time frame to determine the fit of the corrective actions proposal...

There is no better way to resolve group conflict that to listen. Sometimes individuals involved in conflicts wants to be listen to and understood. Listening to both parties is key in finding the common ground to begin negotiations and conflict resolution. Listening and also having empathy is very important. We should take note that every human being wants to understood and appreciated. This is the same case in conflicts. Very important.

Recomendo utilizar o feedback como uma ferramenta para alinhar expectativas produtivas e prevenir conflitos. Desde o início, estabeleça clareza sobre metas e prazos, promova o diálogo constante, seja específico nas avaliações e conecte as expectativas aos valores da organização. Incentive perguntas, ofereça a opção de feedback anônimo e destaque que o objetivo é aprimoramento contínuo, não punição. Estabeleça métricas tangíveis, agende revisões periódicas para ajustes e celebre conquistas para fortalecer comportamentos positivos. Essa abordagem criará um ambiente transparente e colaborativo, minimizando potenciais conflitos.

La escucha y la empatía requieren tiempo y práctica, pero son habilidades valiosas para resolver los conflictos del equipo. Al dar a cada miembro la oportunidad de expresarse y sentirse escuchado, se puede crear un ambiente más colaborativo y propicio para la resolución de conflictos. Escuchar activa y empáticamente es esencial para resolver los conflictos del equipo de manera efectiva. Aquí hay algunos puntos adicionales para tener en cuenta al practicar la escucha y la empatía: Presta atención: Asegúrate de estar presente tanto física como mentalmente durante las conversaciones. Evita distracciones y muestra interés genuino en lo que los miembros del equipo están diciendo.

All points of view, opinions and perspectives are important and we have to promote respect and equality across the team. As well as mental health I consider that this is fundamental to perform a good job.

Em um ambiente onde há outras pessoas inseridas, no qual não se consegue nada sozinho e todo resultado vem através de cooperação com outros indivíduos, tem que ser trabalhado diariamente a arte da negociação. Isso é quase mandatório se você está inserido em um contexto a partir de um cargo de média liderança. Uma coisa que ouvi quando estava ainda na graduação é "em uma empresa, ninguem faz nada sozinho", e isso só faz sentido quando colocado em prática. Para a meta de uma gerência ser alcançada, só é possível através de várias mãos, portanto toda entrega saudável (por mais apertada que seja) vem por colaboração entre equipes de diferentes setores, encontrar o objetivo em comum entre os setores, ajuda e muito na negociação das atividades.

Alaways understand different pov,never follow bias and stereotypes. You target is to reach the best result with the tool in your hands

Listen to all the opinions and perspectives and try make them being on the same channel by implementing a win-win strategy (all the people involved need to agree)

Collaborating is critical for any project and the departments involved in them. In a situation such as this productivity standards could also be described as “Team Goals” or “Team Focus” in which case these should be described at the beginning of the project to make sure that they are understood and determine if there are any questions. Including everyone in the discussion as well as using detailed criteria can help the team start the project as well keep them focused on obtainable results.

La colaboración y la negociación son elementos fundamentales para resolver conflictos de equipo de manera efectiva: Enfócate en el problema, no en la persona: Asegúrate de que la discusión se centre en el tema en cuestión y no en atacar personalmente a los demás. Trata de separar los problemas de la persona y enfócate en encontrar soluciones. Busca puntos en común y objetivos compartidos: Identifica los intereses comunes y los objetivos compartidos entre los miembros del equipo. Al hacerlo, se facilita la búsqueda de soluciones que satisfagan a todos. La colaboración y la negociación requieren paciencia y un esfuerzo conjunto. No subestimes el poder de trabajar juntos de manera constructiva para resolver los conflictos del equipo.

Effective collaboration and negotiation on team conflicts over productivity standards can be achieved through open communication, active listening, and a willingness to compromise. It is important to create an environment where team members feel comfortable sharing their concerns and ideas, and where everyone's opinions are valued and respected. Additionally, involving a neutral third party, such as a mediator or facilitator, can help to keep the discussion focused and productive. Ultimately, the goal should be to find a mutually beneficial solution that addresses the underlying causes of the conflict and helps to improve productivity and teamwork.

Could work like a feedback session: 1. What has been working for now? 2. What could be improved? 3. More suggestions to achieved what we hadn’t previously achieved.

En mi experiencia he podido constatar que para lograr el éxito de una corporación se requiere: - Empoderamiento de los colaboradores sin descuidar la supervisión y seguimiento. - Mejora contínua de los procesos - Motivar a nuestros colaboradores como logros propios el conseguir un objetivo trazado - Trabajar con sinergia en todos los procesos. - Empoderamiento de los colaboradores - Capacitación continua. - Elaboración de tableros de control que midan además de los resultados productivos la satisfacción de los colaboradores al ejecutar sus actividades.

Provide support: Provide team members with the support and resources they need to meet productivity standards. This can include training, coaching, or access to tools and technology that can help them work more efficiently. Review and adjust: Regularly review productivity standards and make adjustments as needed. This can help to ensure that standards are realistic and achievable, and can help to prevent conflicts from arising in the future.

Remember, it is equally important to remeasure, retrain, and communicate changes to the team. Also important, is to change the benchmark to capture changes to the event.

As I said before, measuring and analyzing the results is important as we are gonna learn from the results obtained and evaluated. We might improve the process by avoiding making the same mistakes.

A decade in industrial engineering taught me that relentless learning fuels effective problem-solving. Embrace challenges as chances to refine skills; there's always room for improvement in this dynamic field.

O engenheiro industrial, ou engenheiro de processos, deve se conter para não sucumbir à tentação de dar as respostas, haja vista que o melhor modelo geralmente ocorre as múltiplas discordâncias convergem. É quando a soma das partes se torna maior que o todo, que a melhor solução surge. Ao processista cabe avistar a solução, assim como um marinheiro em cima do mastro: ele sabe para onde apontar, mas não será ele quem vai levar o navio. Será o time multidisciplinar.

Manage team conflicts related to productivity in an industrial setting by promoting transparent communication, active listening, and collaborative problem-solving. Initiate discussions, encourage diverse perspectives, collaboratively establish realistic standards, cultivate a positive team environment, conduct regular performance check-ins, and encourage feedback to drive continuous improvement and foster mutual respect.

There needs to be a clear measureable objective for the team with appropriate metrics to track progress. There needs to be a plan to achieve the objective up front. Team buy-in early can prevent problems. If they do occur, set up an environment where all are “willing to” work towards consensus, e. g. “win-win” solution. Use a tool like nominal group technique to make sure everyone gets “air time” to stay involved as they brainstorm.

Facilitating a constructive dialogue among team members set realistic productivity standards collaboratively, offer support and resources, and regularly assess progress to ensure alignment with expectations

Team management also required leadership. Understanding the teams dynamics and limitations will give you the knowledge of capabilities. Where there are obvious weaknesses, upskill the deficiencies to shorten the gap. Lead by example and set standards and boundaries..