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3 Simple Steps in Creating Good Workplace Relationships and Reduce Conflict and Stress

From 1998, Australia observed May 26 as the National Sorry Day.


This day also allows us to say sorry and show our commitments to taking responsibility for our part in reconciliation. Reconciliation is essential as it focuses on rebuilding and repairing relationships for better outcomes both practically and emotionally.

Did you know that workplace disagreement and miscommunication has a significant impact on a team's performance?

In Profusion's 2015 Productivity Research, they've discovered that 70% of Australians are unhappy at work.

Employees who said they were unhappy at work were 30% more likely to have relationship issues with their direct manager leading to poor communication and a lack of productivity.

Holding a grudge produces cortisol (the “stress hormone”) and diminishes oxytocin (the “love hormone”). Leading to higher blood pressure and the activation of the “fight or flight” stress response within the sympathetic nervous system, causing cortisol levels to spike. [1]

Some benefits of safe and healthy work [2]:

  • improved health and wellbeing

  • greater productivity

  • higher performance

  • increased job satisfaction

  • greater work participation and increased social inclusion

  • increased individual, team and organisational resilience

  • lower absenteeism rates

  • reduced workplace injury and workers’ compensation claims

  • faster return to work

  • lower workers’ compensation premiums.

Let's talk about the three simple steps to reconcile workplace relationship, thus creating a mentally safe and healthy working environment.

1. Intrapersonal Approach

When we are looking at resolving an issue with someone else, we must first take responsibility for our part. (Taking responsibility does not mean you are to blame, it means that you now choose what to do about it, giving you back control). We can do that by asking the following questions:

  • What is my part on the problem?

  • What did I say or do?

  • What did I fail to say or do?

  • What could I have done differently?

For this to be effective, you must be honest with yourself. Evaluate your part of the problem. Now you have options of what you can do about it and what you would do in the future if a similar event were to present itself.

2. Interpersonal Approach

The next step is to look at the event/problem from the other person's perspective. There's a famous saying: "You can't understand someone until you've walked a mile in their shoes."

In Steven Covey's book enti