The rules of conduct in the team: features of relationships in the office

To properly behave in the office, you must first know the ethical standards. For conflict-free communication, this is a prerequisite. The ethical side is very important in every person, and it includes many factors. When communicating with colleagues, tact should be present.

Office etiquette is part of the general etiquette that is responsible for the form of relationships between people during work. It determines in what form communication takes place between members of the team in relation to each other and superiors, in relation to the clients of the organization. This applies to direct communication, correspondence, telephone conversations.

This mainly applies to office workers, the so-called "white-collar workers", employees of utilities, services and the like. Although it formally extends to all spheres of labor activity, it is unlikely that it will be possible to observe its observance in the agro-industrial or metallurgical industries. It so happened that people working in physically difficult and dangerous conditions come to a closer relationship and often communicate outside of strict conventions.

In functional terms, service etiquette pursues goals such as:

1. Determining the behavior model of employees at the level of one employee and the organization as a whole - personal and corporate etiquette.
2. Provides relationships according to subordination.
3. Prevents conflict situations and improves psychological comfort in the team.

These functions are embodied in such specific forms:

• intra-collective relationships of employees of different sexes;
• senior management over lower;
• recruiting new personnel and their integration into the team;
• resolution of disputes and conflicts;
• dismissal of employees;
• definition of style for business correspondence and others.

General rules are expressed in compliance with the following principles:

1. Politeness. Respectful treatment of colleagues sets a positive attitude for further communication. When referring to colleagues in an official setting, the personal pronoun “you” should always be used, even if these are your friends outside the office hours. This rule has no exceptions.
2. Modesty. High merits do not need extra advertising, but are already so obvious. You should not fertilize the possible envy of your achievements with self-praise.
3. Tact. The ability to smooth corners in an awkward situation, for example, if someone makes a mistake will add respect from the offender. And the absence of inappropriate questions and comments will contribute to the creation and strengthening of a comfortable atmosphere in the team and emphasize a professional approach to business.

Team relationships can be classified into the following categories.

For the effective work of any number of people engaged in one thing, the main thing is skillful leadership. No wonder they say: "A herd of sheep under the control of a lion is better than a herd of lions under the control of a ram." Therefore, a positive example from the authorities is especially important. Team management can be divided into three parts:

1. Type of management.
2. A built-in model of behavior between subordinates.
3. Personal behavior of the leader in the team.

It is worth noting that there are two main educational models:

1. Do as I do.
2. Do not do as I do, do as I say (my experience was unsuccessful, but I advise you to do better).

To create a fertile ground for the work of the entrusted team, the following should be done:

• Keep away from subordinates at a moderate distance. It is not worthwhile to start personal, friendly relations, especially a romance, but it is also inappropriate to become a guard. Something average would be the best option.
• Provide information on pressing plans in a measured volume and form. There is no need to lead the team blindly, but you should not open all the cards either. Determine what of the voiced can be used by subordinates, cut off all unnecessary.
• Celebrate good ideas of employees not only financially, but also orally. On the one hand, this is an additional incentive for the distinguished one, his recognition: champions are fighting harder for new medals. On the other hand, the incentive for the rest of the employees is to push: no one wants to be the last, worst or worthless. But do not put all your eggs in one basket.
• Comments should contain information due to which the subordinate will understand the error and how to fix it. Refrain from emotional attacks and excessive criticism, the humiliated employee is no longer an ally.

• If one of the subordinates does not react positively to the errors noted in his work, constant minor remarks will not help, but will only cause irritation. It is worth thinking about a change in approach, perhaps the subject information was not received correctly.
• Establish clear rules of conduct for subordinates, and maintain order.You can not be held accountable for a violation that has not been announced, even if it is justified.
• Follow the organization of the workspace for the team, if necessary, make adjustments. Subordinates should not sit on each other's heads - this contributes to the decomposition of discipline and the creation of various non-working moments. The arrangement of furniture in the manager’s office should subconsciously hint that the person who entered is subordinate, but do not press or oppress, do not build a throne and steps.
• Define the form in which subordinates may express disagreement. Firstly, the creation of a halo of the infallibility of leadership is anti-motivation, not a single slave in the soul has ever loved his pharaoh. Secondly, absolutely any person can become a source of a valuable idea or addition to an existing one.

When a new employee arrives, a team with its own environment is already formed. A new element is added to the homogeneous mass. On the one hand, the question is how the novice will behave if the local atmosphere is inappropriate. In this case, he either adapts or is rejected, becomes an outcast. On the other hand, for the team this is also a difficult situation. A new employee is perceived with apprehension and distrust.

Not being part of the local hierarchy, it provokes a new ranking, which will be especially negative for owners of places in the sun. Therefore, when entering a new team, the following is important:

• Behave steadily, not aggressively, do not try to turn mountains. Excessive activity and assertiveness, manifested in connection with the desire to show oneself, supported by external self-confidence, no matter natural or pretentious, will create the impression of an invader walking over their heads and push the team away.
• Appearance plays an important role, it is worth giving preference to a non-defiant conservative style, which, combined with respect for local old-timers, will ensure a normal reception.
• Give preference to contemplation rather than mentoring. Regardless of the level of professional skills, they do not go to someone else’s monastery with their charter. Before you come up with interesting ideas, respectfully understand the local customs. Without their understanding, any proposed innovation will not take into account local specifics, which means it will not find a response.
• Conversations are best conducted on neutral topics, for example, on working issues. Be interested in the opinions of new colleagues, ask questions and ask for advice. But do it in moderation, otherwise you will look like a layman. So you recognize the professionalism of your workmates and show them respect.

• When asking for advice, listen carefully, otherwise you will get the impression that this is done for the sake of thanks, thank you for your help.
• Do not express negative opinions about your colleagues, if you find any kind of flaw, go to the person who made it personally and ask in an interrogative form, is it really necessary. Irony and sarcasm are unacceptable.
• In the event of an emerging conflict, try to change the conversation in a different direction, even if you are right. Clarification of relations will not contribute to solving the problem, but will aggravate relations in a new place. After the conflict fades, it will be possible to return to the controversial issue in a mild form.
• Participate in the post-work life of the team, attend corporate celebrations, joint trips.

• In conversations, you should not touch on the topic of the identity of an employee: his age, ethnicity and other things.
• Be respectful of your superiors, but don’t go as far as disruption.
• If there is an intra-collective conflict, do not take sides.So one of the parties will not turn into enemies, and in addition, neutrality will bring more benefits and respect on both sides.
• You should not focus on your own high level of knowledge, this will become noticeable anyway. Modesty compensates for excellence in the eyes of colleagues, and superiors will evaluate the level based on the results of labor activity.

Thus, the following qualities can be distinguished, the emphasis on which will help in adapting to a new place:

• modesty;
• honesty;
• politeness;
• decency;
• tact.

The main mistakes in this case will be:

• complaints to superiors, denunciation of employees;
• insults on trifles, for example, for jokes;
• isolation;
• revenge
• noisy, defiant behavior;
• Flirt
• fawning, servility;
• excessive interest in the personal lives of colleagues;
• focusing on someone's incompetence;
• showing off influential connections in the organization;
• negative statements about the former team.

Such a relationship, first of all, is based on the principle of equality. Accordingly, communication should take place in the following vein:

• Without being subordinate to each other, for conversations it is better to choose a neutral tone and a friendly expression on the face with a predominance of useful information in the contents of the dialogue, avoid talking about anything. Those who wish to drink from a clean well do not get smaller over the years.
• It’s better to turn to colleagues on “you”, they are pleased with respectful attitude, plus to further relationships. The cost price of this product is 0 and causes problems only for people with excessive or painful self-esteem and those whose education no one was engaged in.
• Pay most of the time to your immediate duties, it is also worth helping colleagues at their request, but do not turn into a traction horse, on which all uncomfortable errands will be dropped.

• In the process of fighting for prizes or promotions, show restraint, do not show hostility or disrespect for the opponent. Recognizing him as a worthy opponent and appropriate behavior towards him will only strengthen your personal authority in the team.
• During meetings, presentations and other group meetings, the interruption of someone's report is not allowed, even if there are errors in it. You can mark them after the performance or the meeting.

The specifics of the interaction between a man and a woman in a business environment differs from generally accepted etiquette. The ranking takes place only on the basis of the position, and any manifestations of sexism in modern business are strictly not welcome. Nevertheless, gender differences still affect the etiquette of communication between heterosexual employees, and the aesthetic side does not Some features that can be distinguished:

• At the time of greeting, only a woman can reach out first for shaking. A man greets a woman with phrases like "Greetings" or "Hello."
• In the event of a conflict, a man should try to pay it off and make concessions, although this does not mean acceptance of any conditions, the woman is also responsible for its occurrence.
• A woman greets the first only at the entrance to the room where people are already, in other cases, the man initiates a greeting.
• When meeting, it is worth introducing first a woman, and after her a man.

See how to properly build relationships with the team at work in the next video.