Think HR Think CHRM
Tuesday - 27 Jun 2017

CHRMGlobal.com on LinkedIn
Username : Password: Forgot Password?
Updates
Updates
HR: Let's Agree to Disagree
Archive

How often we are faced with situations where two parties, arguing with each other, refuse to accept the other's point of view? Under such circumstances, there is a lot of bad blood circulating within the office, which leads to unhealthy work culture. A simple way to avoid unhealthy work culture in offices through such disagreements would be to employ the phrase, let's agree to disagree, and move on. By adopting this culture, you actually create a bipartisan workplace, which talks about cooperation, agreement or compromise.

Advantages of Agreeing to Disagree

In any office scenario, arguments are unavoidable, especially when they are related to non-office related issues. However, there are ways in which you can handle these non related arguments by allocating specific time for them. One of the best ways to ensure happy office atmosphere is to allocate time and space for employees to air their views and opinions. In fact, allocating specific time for discussing issues, both related as well as unrelated to work, is a great way to promote healthy work culture. It provides space for creative expression as well as teamwork while teaching employees how to get along with each other. Such discussions could be chaired by members of the management, with a view to ensuring that it is cordial.

Points to keep in mind while Agreeing to Disagree

Ending the discussion after you agree to disagree helps in ensuring healthy work culture. In other words, when you know that you have reached an impasse, end the discussion instead of carrying on endlessly. Moreover, make sure to make the other persons feel that you have acknowledged their point of view, which is absolutely essential for future peace at workplace. Always show respect to the other individual, despite not agreeing with his or her point of view.

When arguing on work related issues, make sure your impasse and subsequent agreement is followed by a formal email. It is imperative that the email contains both points of view and the final decision to agree to disagree. Once this is done, however, do not revisit this topic in the future, unless you have realized that the other one was right. In cases where you believed in something that you found untrue, accept it and admit that you were wrong. Doing so will help in building trust, understanding and respect in any relationship. Finally, ensure that your arguments are spiced with wit and humor, especially towards the impasse, as this helps you to move into other points of conversation.

While most arguments have one perfect conclusion, there are those that have two differing points of view, each right in its own way. When you agree to disagree, you are giving both points of view the respect they deserve, while not compromising in any way. Not only will this help to smooth ruffled feathers but also promote a culture of openness and trust in workplace.

Comments Listing
Posted: 19/08/2011 02:08:11

Its the best stand to take whenever we dont see a logical conclusion to a disagreement. Usually the truth unfolds eventually over a period of time.


Posted: 15/08/2011 21:39:58

Good article
agree to disagree may deepen the differences . This may not be healthy for an organisation in the long run. May be the issue can be postponed for a while.


Posted: 02/08/2011 08:38:38

we should try to understand both side of the matter than process further.


Posted: 23/07/2011 06:44:46

we should consider both points of view


Posted: 13/06/2011 02:48:21

disagree should not be impulsive but it should have proper home work & firm belief.


Posted: 06/05/2011 07:14:25

Cool site


All the fields are compulsory.
Your Name
Comment
 
Code
 
Related Articles
Setting an HR Department
Let's Look Back At Some T
HR in India Ė Is it still
Changing Role of HR Funct
Competency Based HR Manag
 
Related Discussion
HR Heads relish new Power
In-House Magazine : From
Do HR Managers Become CEO
HR Service Efficiency Rev
HR Square Management