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Instead of focusing on how to prevent them, it is better to learn how to solve them. Specialists from HR departments have several proven methods that they use on a daily basis and it is worth learning them to be able to implement them in the company. The first step is to create an environment that fosters collaboration. Each person in the team should be aware that individual expectations cannot be put above the nees of other employees. You also nee to remember that a team is made up of a group of people, so when setting boundaries and defining rules, take into account the opinion of employees.

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Above all, they must feel good in their own company, and it will certainly be easier for them to adapt to the prevailing rules if they could participate in their co-creation. When one of your employees makes a mistake, don’t focus on finding the culprit. A much database better solution is to locate the source of the problem. We all make mistakes and no one is infallible, but drawing consequences towards the person who made them will not always be a good solution, because often it is not the result of the employee’s negligence. Perhaps he lacke the knowlege to complete the task.

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Or did he not understand the guidelines, and at the same time was afraid to ask for details? By locating the cause, you will be able to nip the problem in the bud, and by punishing the employee. You only cause the exact same situation to happen CE Leads again some time later. Only the mistake will be by another person. You can also think of problems in the context of development opportunities.  Especially if you look at it from the perspective of conflicts. Different positions can lead to discussion, which in turn often creates an opportunity to find new solutions. For a conscious employer, conflicts in a team of employees are not a source of problems, but they provide new opportunities for development.