More often than you might think, employees end up in conflict due to poorly designed organizational structures. While the specific conflicts still need to be addressed, future problems can be mitigated by changing the structure. This is a case for leadership.
What sorts of structures am I talking about?
- Performance Management Systems
- Competing Reporting Relationships
- Unclear or Overlapping Roles and Responsibilities
- Reward and Recognition Systems
- Communications Systems
Linked2Leadership published my take on this phenomenon. You can read about it here.
Even if you’re not in a position to change your organization, it can help to know that sometimes larger factors influence employee relationships.
Of course, that doesn’t excuse bad behavior. It doesn’t mean individuals are off the hook. You still have a responsibility for managing your own behavior. But you knew that, right?
On a lighter note, I came across Grumpy Cat a while ago. Sweet kitty with a perpetually cranky look. I couldn’t resist. Apparently, neither can others. This image has been made into an internet meme–you can find it everywhere with cranky quotes to match.
Here is one of mine.
What would you have this guy say?