If you want to increase the productivity in your organization, then you need to end the infighting that may occcur. Ongoing disagreements among coworkers will rob you of time and take you further away from achieving your goals.
For some, office disagreements have become romanticized. After all, they are the basis for many popular TV dramas. While that’s true, what’s good television isn’t good for the bottom line.
Not every decision is going to be popular and it’s understandable that some will be upset about not receiving opportunities, like promotions. We’ve talked before about dealing with this disappointment in the article, Frustration is a Choice.
The problem with infighting is that it’s a distraction. How much time is your team spending on office gossip, criticizing plans, or not giving a new initiative their full support?
As a result, the infighting becomes the constant and not the achievement of goals. A toxic environment starts to brew and it affects all.
I can usually tell when I’m in a business where infighting runs the show. Here are some signs of the problem:
It’s Become Messy
During a busy day, paper may fall to the floor, dropped by accident. How long does it take for someone to pick it up, especially if they were not one who dropped it? This tells me people have stopped thinking about the collective good of a clean office and will allow a mess, if they believe it’s not their fault.
Whispers Speak Loudly
A toxic situation often includes lots of whispered conversations that suddenly end when certain people walk by. While some spirited discussions can be useful, these have become regular features and happen several times a day.
At this point, you’re paying people to gossip and complain. The time adds up as they recruit allies and plan counter attacks against things they don’t like.
Lots of Signs and Memos
When you walk around the business, you see lots of messages to employees. You see them in the kitchen, the bathrooms, and other public spaces. It’s overkill and makes you wonder if the authors were inspired by NASCAR advertisements.
I like rules but wonder if the explosion of signs is product of people feeling they have no control over their workplace. It’s a reflection of unfocused goals and poorly communicated initiatives.
It’s also a signal that people have stopped speaking directly to one another and are using pieces of paper as ambassadors.
What Should You Do About Infighting
If these characteristics are familiar, then you probably have an infighting problem. While there’s no quick fix to this culture problem, I’ve found these steps to be a good start:
Refocus people on your goals. Remind them why they’re doing what they do and why it’s important.
Create a forum where you can hear people’s concerns. This doesn’t mean you have to change things but take the time to listen and consider the remarks.
Make personnel changes if needed. If someone is no longer a good fit in your organization, then you need to take steps to fix the problem. This could mean dismissing them or finding a better role for them within the business. Usually people wait too long before making a change.
Final Thought
Infighting is like weeds. If unaddressed, it grows and spreads. While you team is engaged in infighting, you’re making it easier for your competition to beat you.
Maybe it’s time to bring Ken Okel to your next meeting…
