Unfortunately, the workplace is not always a bed of roses. From time to time professional care and diligence is not enough to dissuade or prevent a workplace dispute. From time to time, this dispute might end up as an exchange between you, and a party you’d rather not fight with – your boss. Your boss can hold the power in many situations, and to an extent, that can be a troubling thing. Many do not wish to bring up issues unless they are necessarily prescient due to an employer holding the keys over the income and benefit package an employee might hold.
But are you just supposed to accept whatever the opposing party claims simply because you wish to defend your career? Or in matters of health, matters of truth, and matters of importance, do you deserve to speak up and let them now that this will not fly? There are measures you can take to resolve a dispute with your boss amicably, but when there those methods do not result in success, you can still preserve your professional image in a respectful manner.
Let us consider what that might look like:
Sometimes, especially when issues you’ve noticed for some time are starting to come to a head, it can be tempting to wish to shout about them from the rooftops, to embody the same energy you see in ‘office freakout’ videos on YouTube, or to cause a massive scene in the office. While this can often feel extremely cathartic to do, about one hour later you’ll start to truly regret it, once you’ve realized how you’ve presented yourself. Even those who agree with you might have a hard time jumping on ‘your side’ after something like this. The best thing you can do is keep calm, attentive, and try to stick to only the facts. Avoid labeling, insulting, and being overly aggressive. Remain calm, confident, and try to be a little more discerning in the approach to use.
For example, it’s much better to show WHY and HOW, with evidence, failed management led to your job being 100x harder than it had to be, rather than simply telling them that this is the case. This way, when your arguments are almost impossible to ignore, you’ll know that you’re being mistreated if you’re still brushed to the side. But calmness, no matter how hard it is, can be the functional stability in this exchange.
Engage In A Dialogue
In any argument, especially one involving two emotive parties, it can be very temping to talk over the other. But remember, this is a dialogue. A good argument should not be about ‘winning,’ but about getting to the truth of the matter. Unfortunately, sometimes this ideal is not reciprocated. To this extent, it might be worth using professional outlets such as the Miller Law Group to help you better organize your arguments in a legal sense, especially when you seem to be running up against a brick wall. Sometimes, legal services are your best bet to begin with, because matters such as sexual harassment, workplace bullying or mistreatment you cannot simply solve with a sit-down and dialogue.
Take Responsibility For That You Can
Of course, in our examples of sexual harassment or mistreatment, you never need to apologize or ‘take responsibility’ after experiencing that, in the slightest. But if the issue is not along those lines, perhaps something more complex, it might be worth learning to accept what you could have done better if you hope for your boss to conduct the same approach. For example, it might have been that an essential project was not completed on time, and as such, a client has found business elsewhere. It might be that despite you not being provided the right tools or you having trouble contacting the necessary departments, it might have been best for you to secure those channels and report those red flags sooner rather than later.
If you concede something like this, it might be much easier to then start talking about why those channels might have failed, how the office might share responsibility, and you could ask why your boss didn’t take a proactive approach to assess certain issues also.
Contest Wrongful Dismissal
It’s important to know how wrongful dismissal might be defined, and how you might litigate against that. If you have to fear losing your job because of a raised issue, or you cannot criticize your boss in a constructive manner without being fired, you may have a case against them. To this end, it’s best to evidence everything you say and everything you do, in order to better approach legal counsel.
With this advice, we hope you are able to solve employee-boss arguments with care, and if not, with legal competence.