explain four facts of avoiding
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Answer:
Listen first, talk second
This is a good communication rule to apply to every interaction, but especially so as a manager. You want to know your employees well enough to know what kind of criticism they respond to and with what kind of personalities they work best. Listening is a key element in understanding your team members.
Set clear expectations
Not having clear expectations can be a huge point of conflict. You don't want your employees to ever be confused about what needs to be done and who needs to do it. One way to do this is to make sure that everyone in your team is aligned with your vision and mission - in other words, that they know what you're trying to achieve. Even if you're a more laissez-faire kind of manager who relies on her employees' diligence, you need to make it clear that you won't micromanage them. The key: never assume anyone knows what you want.
Encourage collaboration
Create a culture that says 'we complement each other'. This will in turn result in mutual respect for each other's skills and work. When your employees respect each other, the words 'conflict resolution' might never enter your managerial vocabulary. Respect is a yellow brick road to effectively solve disagreements.
Spend significant time on new projects and new hires
This goes hand in hand with setting expectations. You want clear goals, roles, expectations, communication guidelines, etc. Spending some time to set things up means that you're potentially avoiding spending a lot more time (and your and your employees' emotional well-being) to fix things later on.
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