Code of conduct in a team: features of relationships in the office

To behave properly in the office, it is necessary, first of all, to know the ethical standards. For conflict-free communication, this is a prerequisite. The ethical side is very important in every person, and it includes many factors. There must be tact when communicating with colleagues.

Service etiquette is a part of general etiquette that is responsible for the form of relationships between people during work. Determines the form in which communication takes place between team members in relation to each other and to the authorities, in relation to the clients of the organization. This applies to direct communication, correspondence, telephone conversations.

This mainly applies to office workers, the so-called "white collar" workers, utilities, services and the like. Although it formally applies to all areas of work, it is unlikely that it will be possible to observe its observance in the agro-industrial or metallurgical industry. It so happened that people who work in physically difficult and dangerous conditions come to closer relationships and often communicate outside the strict conventions.

In functional terms, service etiquette pursues such goals as:

1. Determining the behavior model of employees at the level of one employee and the organization as a whole - personal and corporate etiquette.
2. Provides relationships according to the chain of command.
3. Prevents conflict situations and improves psychological comfort in the team.

These functions are embodied in such specific forms:

• intracollective relationships of employees of different sex;
• leadership of the top management over the lower;
• recruiting new personnel and integrating them into the team;
• resolution of controversial and conflict situations;
• dismissal of employees;
• definition of style for business correspondence and others.

General rules are expressed in compliance with the following principles:

1. Politeness... Respectful address to colleagues sets a positive attitude for further communication. When referring to colleagues in a formal setting, the personal pronoun "you" should always be used, even if they are friends of yours outside of office hours. There are no exceptions to this rule.
2. Modesty. High merits do not need unnecessary advertising, but are already obvious. You should not fertilize possible envy of your achievements with self-praise.
3. Tact. The ability to smooth corners in an awkward situation, for example, when someone makes a mistake, will add respect on the part of the offender. And the absence of inappropriate questions and comments will contribute to the creation and strengthening of a comfortable atmosphere in the team and will emphasize a professional approach to business.

Team relationships can be classified into the following categories.

For the effective work of any number of people engaged in one business, the main thing is skillful leadership. No wonder they say: "Better a herd of rams under the control of a lion than a herd of lions under the control of a ram." Therefore, a positive example from the authorities is especially important. Team management can be divided into three parts:

1. Control type.
2. The built model of behavior between subordinates.
3. Personal behavior of the leader in the team.

It is worth noting that there are two main educational models:

1. Do the same as me.
2. Do not do as I do, do as I say (my experience was unsuccessful, but I advise you to do better).

To create a fertile ground for the work of the entrusted team, you should do the following:

• Keep a moderate distance from subordinates. You should not start personal, friendly relations, especially an affair, but it is also inexpedient to become an overseer. Something in between would be the best option.
• Provide information about urgent plans in a measured volume and form. There is no need to lead the team blindly, but it is also not worth revealing all the cards. Determine which of the sounded can be used by subordinates, cut off all unnecessary.
• Celebrate good ideas from employees, not only financially, but verbally. On the one hand, this is an additional incentive for a distinguished person, his recognition: champions are fighting harder for new medals. On the other hand, the incentive for the rest of the employees is to push: no one wants to be last, worst, or useless. But don't put all your eggs in one basket.
• The comments should contain information that will help the subordinate to understand the error and how to fix it. Refrain from emotional attacks and excessive criticism, the humiliated employee is no longer an ally.

• If one of the subordinates does not respond positively to the mistakes noticed in his work, constant small comments will not help, but only cause irritation. It is worth thinking about changing the approach, perhaps the subject information was not perceived correctly.
• Establish clear rules of conduct for subordinates, and maintain an established order.You cannot be held liable for a violation that has not been announced, even if it is justified.
• Keep track of the organization of the workspace for the team, make adjustments if necessary. Subordinates should not sit on each other's heads - this contributes to the decomposition of discipline and the creation of various non-working moments. The arrangement of furniture in the office of the leader should subconsciously hint that the person who entered is a subordinate, but not to press or oppress, it is not worth building a throne and steps.
• Determine the form in which subordinates can express disagreement. Firstly, creating a halo of infallibility of leadership is anti-motivation, not a single slave in the soul has ever loved their pharaoh. Secondly, absolutely any person can become a source of a valuable idea or addition to an existing one.

When a new employee arrives, the team with its environment has already been formed. A new element is added to the homogeneous mass. On the one hand, the question is how the newcomer will behave if the local atmosphere turns out to be inappropriate. In this case, he either adapts or rejects, becomes an outcast. On the other hand, this is also a difficult situation for the team. The new employee is perceived with apprehension and distrust.

Not being part of the local hierarchy, it provokes a new ranking, which will be especially negatively reacted by the owners of places in the sun. Therefore, when joining a new team, the following is important:

• Behave in a measured manner, not aggressive, do not try to move mountains. Excessive activity and assertiveness, manifested in connection with the desire to show oneself, supported by external self-confidence, whether natural or feigned, will create the impression of an invader walking over the head and alienate the team.
• Appearance plays an important role, it is worth giving preference to the non-defiant conservative style, which, combined with respect for the local old-timers, will ensure a normal reception.
• Give preference to contemplation over mentoring. Regardless of the level of professional skills, they do not go to someone else's monastery with their own charter. Consider local customs with respect before suggesting interesting ideas. Without their understanding, any proposed innovation will not take into account local specifics, which means it will not find a response.
• It is better to conduct conversations on neutral topics, for example, on work issues. Seek the opinions of new colleagues, ask questions, and ask for advice. But do it in moderation, otherwise you will look like a layman. This will acknowledge the professionalism of your workmates and show them respect.

• When asking for advice, listen carefully, otherwise you will get the impression that this is being done for the sake of appearance, thank for the help provided.
• Do not express negative opinions about colleagues, if you find any flaw, approach the person who made it personally and ask in an interrogative form whether it really is necessary. Irony and sarcasm are unacceptable.
• In case of an emerging conflict, try to turn the conversation in a different direction, even if you turned out to be right. Clarifying the relationship will not help to solve the problem, but will aggravate the relationship in a new place. After the conflict has subsided, it will be possible to return to the controversial issue in a mild form.
• Participate in the after-work life of the team, attend festive corporate events, joint trips.

• In conversations, you should not touch on the topic of the personality of this or that employee: his age, ethnicity, and so on.
• Show respect towards your superiors, but do not go to the point of sycophancy.
• If there is an intracollective conflict, do not take sides.This way, one of the parties will not turn into enemies, and besides, neutrality will bring more benefits and respect on both sides.
• You should not focus on your own high level of knowledge, it will become noticeable anyway. Modesty compensates for superiority in the eyes of colleagues, and the bosses will already assess the level according to the results of labor activity.

Thus, the following qualities can be distinguished, the emphasis on which will help in adaptation to a new place:

• modesty;
• honesty;
• politeness;
• decency;
• tact.

The main mistakes in this case will be:

• complaints to bosses, denunciations of employees;
• insults for little things, for example, for jokes;
• isolation;
• vindictiveness;
• noisy, defiant behavior;
• flirting;
• ingratiating themselves, servility;
• excessive interest in the personal life of colleagues;
• focusing on someone's incompetence;
• bragging about influential connections in the organization;
• negative statements about the former team.

This relationship is primarily based on the principle of equality. Accordingly, communication should take place in the following manner:

• Not being subordinate to each other, for conversations it is better to choose a neutral tone and a friendly facial expression with a predominance of useful information in the content of the dialogue, avoid talking about anything. The number of people who want to drink from a clean well does not decrease over the years.
• It is better to refer to colleagues as "you", they are pleased with the respectful attitude, plus further relationships. The cost of this product is equal to 0 and causes problems only for people with overestimated or painful self-esteem and those whose education no one was involved in.
• Devote most of your time to your immediate duties, it is also worth helping colleagues at their request, but not turning into a traction horse, on which all inconvenient assignments will be dropped.

• In the process of fighting for bonuses or promotions, show restraint, do not show dislike or disrespect to your opponent. Recognizing him as a worthy opponent and behaving appropriately towards him will only strengthen your personal authority in the team.
• During meetings, presentations and other group sessions, it is not allowed to interrupt someone's report, even if there are errors in it. You can mark them after the speech ends or the meeting ends.

The specificity of interaction between a man and a woman in a business environment differs from generally accepted etiquette. Ranking occurs only on the basis of position, and any manifestation of sexism in modern business is strictly discouraged. Nevertheless, gender differences still affect the communication etiquette of heterosexual employees, and the aesthetic side does not affect some features that can be highlighted:

• During the greeting, only a woman can be the first to extend her hand to shake. A man greets a woman with phrases like “Greetings” or “Hello”.
• When a conflict arises, a man should try to extinguish it and make concessions, although this does not mean accepting any conditions, a woman is also responsible for its occurrence.
• A woman greets first only when entering a room where there are already people, in other cases a man initiates the greeting.
• When meeting, it is worth introducing a woman first, and after her a man.

For information on how to properly build relationships with the team at work, see the next video.