From the author: Each of us has repeatedly encountered conflict situations at work as a participant, and sometimes as an instigator. And it is impossible to completely avoid this. In this article, I describe several common causes of conflict at work and give recommendations for overcoming it. Conflicts at work are a very common, and in some ways necessary, occurrence. Situations can be different: the boss was out of sorts, views on the situation, someone misunderstood, bad mood and much, much more. Of course, most of us are not used to thinking of ourselves as the culprit of this type of interaction. Each person’s world is individual, and in the hustle and bustle of work processes, you forget to think that another person also has his own, different from yours. A careless or incorrect statement, a sideways glance, an unfulfilled promise/work, or simply someone’s unjustified expectations and a conflict is ripe. And here the main task becomes its elimination and further prevention. The most common causes of conflict (but far from the only ones) and ways to solve them: 1) At work, we build relationships with other people in the same way, and, therefore, it is important to talk. For example, if you can’t cope or don’t meet a deadline, then you shouldn’t wait for your boss to ask or notice. Ask for help and let them know you need more time. It will be important for your colleague to see your efforts and the desire not to let you down is valuable. Don't put this task off after the conversation. You can, if appropriate, ask a colleague for help and solve the problem together. This will show the person how important he is to you. I would also recommend to managers in this situation to be open in such a situation and, after resolving it, to talk with the employee about the distribution of time and workload in order to avoid a repetition of the situation. 2) The cause of the conflict is a quarrelsome colleague. It's cliche, but it's true - avoid his manipulations. When provoking, you can most often feel what reaction the opponent expects from us. And if you give it, the flame flares up even stronger, the manipulator has achieved his goal. It is good in this case to give the opposite reaction. This will lead a person astray from the intended path. “Calmness and only calmness” is a very powerful weapon. I don’t argue, this is very difficult when aggression is directed at you, but listening with half an ear can help; it will be much safer for you not to take the words of such a person upon yourself, and will help you avoid conflict. Otherwise, there is a chance that you will become a constant source of such actions towards you. If you are a manager and you know that the team has an employee of a complex character and at the same time an irreplaceable leader, I would recommend not ignoring situations of provocation if they come to fruition, because As a result, you may end up with a conflict and lose one of your subordinates. 3) Gossip and rumors. These factors can give rise to the most unpleasant conflict – interpersonal. In most teams they are difficult to avoid. If you become the object of discussion among colleagues, the best thing is not to react and not to support such conversations. Can be translated into a joke (once). Don't sort things out and don't make excuses. If you don't react, the gossip will stop very soon. If you are a boss and it becomes known that employees, for example, are actively discussing a new employee, inventing tall tales, the recommendation is the same (aggressively prohibiting gossip can lead to an even greater flow of gossip). It’s better to talk with line managers about the mood of the team, think through events for unity, and so on. Practice shows that it is impossible to implement the ban on gossip. But it is possible to minimize it. Learn to benefit from them. If the conflict could not be avoided. A few recommendations: 1. Agree and refute. My colleague once said to this: “But this is manipulation!” Maybe everyone has their own world. But, in my opinion, agreeing that your colleague is right and calmly explaining his vision in no way can hurt anyone’s feelings. 2. Ask for help