5 Steps to Develop Healthy Relationships in the Workplace

1. Listen with an Open Mind
2. Appreciate the Person for their work
3. Be Specific in your Feedback
4. Delay your feedback
5. Be responsible for whatever Happened

1. Listen with an Open Mind

When we are working together, there are always some mistakes people make or something happens which is not exactly what we are thinking. So the first step is when you address someone a single person or group of people, first lets have the capacity to listen with the open mind and most of the time when people speak, we want to speak back immediately so that’s why we give the thought pad.

When they are speaking, just make little points in your thought pad and so you are calm and cool and you are able to receive his expression in his way so the first step is to listen with open mind….

2. Appreciate the Person for their work

The second one is naturally there will be some feedback you want to give, you want to tell him something like this…
So getting him prepared for receiving the feedback is very very very important so before simply just blasting or reacting to what the mistake he or she did
Appreciate what wonderful work he or she has been doing or appreciate some quality, some greatness, something about him before giving him feedback which you wished to give…
So the second step is appreciate..

3. Be Specific in your Feedback

The third one is before giving the feedback, let’s learn to see the half glass full rather than the half glass empty. There is always some strengths and some weaknesses so acknowledge his strength and give the feedback very specifically on that subject, on that action, on that activity, on that event.
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So it is related or it is specific to that action of shouting or coming late or not giving the report or any other reason, be specific on that action or that event which took place, you are demeaning that person fully down, you are just basically telling him that this is not done or this cannot be done, its is not accepted by me or by the organization, so the third step is about giving feedback in a way where he is able to receive it and he will definitely receive it, when you appreciate their presence and their importance in the organization.

4. Delay your feedback

The fourth one is even more important, we don’t give feedback immediately.. He made a mistake, you call him to office and barged him… Take it easy if you want him to cool down, if we want him to have a temperament, if we want him to relax, if we want him to be calm and cool in all situations then first it starts with me, starts with us.

So delay, procrastinate such actions in ourselves for at least 24 hours and give the feedback definitely within 48 hours.. Again keeping in mind, appreciating for their presence in your life or in the organization… Then if you give the feedback, it is accepted and received in just upper way what you wish it to be…

5. Be responsible for whatever Happened

And the fifth one is the most important one… You or me being responsible for what has happened so this is the highest and best thing I learnt when I did my SSY program in 1989.

I am responsible for everything.. When I am responsible then I stop the passing the buck right here, and I don’t pass the buck or blame others or blame people or events, if there is something wrong in my life, in my organization, I take total responsibility and when i take total responsibility, passing the buck, blaming others, complaining against others stops.. Because I am responsible, because somehow I have created this so I speak to him with empathy, with compassion so I appreciate him for his presence in the organization and then give him the feedback on the specific, particular incident rather than simply blasting or getting upset on his character or his being ..

Just follow these 5 tips and something beautiful will happen in your organization, you will be loved by all the people around you, if you are a boss, you will turn into a parent, if you are an employee, you will turn into a family member…

So welcome , Thank you very much, Thank you …