A company is not only inhabited by one kind of people, but it is a meeting place of various types of people coming from different cultures and customs that affect their characters and perspective. While both employees and managers are required to always work in harmony to achieve designated business goals, there are times when these differences cause friction and conflict within the organisation. Be it an issue among employees or between employees and the management, the presence of conflict in a team is inevitable. But what if the conflict happens among managers in senior level?

While managers often seem to be professional and wise, clashing ideas among leaders often lead to conflicts that, if not resolved soon, will threaten the sustainability of a company. Some managers might underestimate the importance of having good relationship with managers from other divisions or departments. They assume that other managers do not have much effect on their career, so they focus more on their own division. While in fact, maintaining healthy relations with other leaders is crucial in order to maintain good cooperation between one department with another within an organisation. Not to mention, issues among managers will create negative atmosphere to subordinates as well. In the end, this will create an uncomfortable and unfavourable work environment.

Managers should be able to become role models for employees, including in terms of maintaining work relationships. If you want to be an exemplary manager, here are some attitudes to avoid to maintain good relationship with other managers:

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Lack of communication

Communication is the key to build a solid relationship. Unfortunately, when a conflict among managers arises, some managers choose to act like nothing happens. On the surface, they pretend to like each other but talk negatively about each other behind their backs. Such behavior should be avoided as a problem can never solve itself unless it is communicated clearly. Worse, it might get bigger if the managers keep ignoring the issue. In order to maintain good communication among leaders, you can hold regular meeting with managers across departments and initiate small talks. If a manager comes to you to ask for your opinion regarding certain matters, you should hear him carefully. You can offer solution if it is possible and avoid to be judgmental.

Spreading rumours

Making friends with other manager, you could talk about variety of topics, from work-related issues to more personal ones. It is okay to talk positive and good things about employees, but when your interlocutor starts to discuss about some negative gossips, it will be better for you to not join in further conversation. You can also divert the topic and talk about more positive matters. Whether it is rumour related to certain employee or other manager, spreading baseless information could be the beginning of a new conflict which can create a gap in the workplace. While this might seem trivial, you should be careful about this.

Blaming others

When a manager witnesses an employee from different department making a mistake, the mistake will always look bigger than when it is done by his own employee. Chances are, the manager will say something like, “Did your manager teach you to do it this way?” or similar expression to condemn the mentioned employee. If the other manager hears about it, he will likely feel offended because scolding his employee could hurt his pride as a leader. Therefore, you should avoid this conduct.

Being envious

When someone spreads a gossip, this could be caused by his own jealousy towards your achievements. Being envious toward others is a bad attitude you need to avoid as it could create a new conflict. A manager often shows off his resentment to other manager’s success, appreciation and reward. Rather than thinking the hatred which leads you to negativity, it will be better to focus on your own improvement and learn from that other manager so you can achieve better in the future.

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