Quais são algumas estratégias eficazes para melhorar a justiça interacional no feedback e na resolução de conflitos?

I agree, giving the employee a voice, thank you, and letting the employee be part of the organization's growth. Being transparent and having continuous communication is the key to a healthy work environment.

Cela va dans le sens de la théorie de l'autodétermination (Deci & Ryan), dont les 3 piliers sont le sens d'être compétent(e), l'autonomie ET LES RELATIONS ("relatedness, la qualité du lien avec les autres)

I was reminded why you need interactional justice sponsoring students for their capstone project – a private-public partnership through their university. I spent our first two meetings going into detail on my company and product strategy. By the third meeting they told me the class was moving faster than me. Things needed to get done. The first student, a skilled designer whom I'd given brand guidelines, started by presenting a plan to replace my primary blue with pink. Brand colors weren’t up for discussion. Next. She fought back - the pink let me have stoplight likert scale. Nope. Color introduces bias, plus stoplight charts aren't colorblind friendly. Next. In that interaction, I single-handedly destroyed her engagement on the team.

Interactional justice is crucial for ensuring that all parties in conflict feel heard and respected. This is achieved through active listening, empathy, and clear explanations. Implementing peer mediation programs can further encourage dialogue and empower individuals to find mutually beneficial solutions. Additionally, providing regular training on conflict resolution and interpersonal skills equips employees with the tools needed to handle conflicts effectively, encouraging a culture of fairness and respect within the organisation.

It took us almost 5 weeks to recover as a team and rebuild trust from that one interaction void of interactional justice. She let me know that I didn't create a learning environment for her which was the point of the class. And she was right. I didn't recognize the amount of incredible work she'd done. I skipped over acknowledgment. In that interaction, there wasn't any fairness or appreciation in my feedback. My brusque manner in approaching her was accidentally, and rightly, perceived as disrespectful - By focusing on speed, I didn't even let her get through her presentation before moving on to the next topic.

In my experience as a manager, feedback is received best in two forms; 1. Real-time - try to lean into 'catching' a team member doing something right, and calling it out. 2. Formal - should include a comprehensive structure (S.M.A.R.T) and team members (ideally) won't be surprised by the feedback you are providing. As a co-worker, we of course should be open to feedback, but it is encouraged to ask for feedback as well! Something I started doing was asking specifically for 'advice' as opposed to 'feedback'. A lot of management still may hear 'feedback' and give nothing but corrections and negative comments, but asking for 'advice' has provided me with more constructive input over the years.

High levels of interactional justice benefit all stakeholders: (1) Managers gain trust, respect, and commitment from employees, making them more influential in decision-making and change implementation. (2) Employees often experience lower stress levels and higher levels of motivation, job satisfaction, and mental health, having been listened to, respected, appreciated, and made to feel valued. (3) The organization fosters a supportive work environment with higher retention, productivity, performance, and reputation, helping to attract and retain top talent. (4) Other stakeholders can also benefit, with customers receiving better service, leading to greater satisfaction and loyalty.