When dealing with communication between employees and differences at work, especially when it comes to the so-called “sharp corners” behavior, managers should adopt a positive and constructive attitude. The following are some suggestions to help managers effectively deal with this situation, prevent unnecessary disputes, and promote team harmony and efficiency.： ### 1. **Understanding and respecting cultural differences** -**Cultural background**: Beijingers or people from other regions may have differences in certain communication methods. This does not mean that they are “sharp”, but may pay more attention to detail or logic. Managers should understand and respect these differences and avoid biased labeling. -**Communication style**: Different employees may have different communication styles. Some people like to discuss issues in depth, which is not necessarily a negative behavior. Managers should learn to recognize these styles and guide them to play an active role in the team. ### 2. **Clear goals and expectations** -**Set clear goals**: Ensure that every employee is clear about the goals of the team and personal responsibilities, so that disputes due to misunderstandings or unclear directions can be reduced. -**Emphasize result orientation**: Encourage employees to pay attention to the final result, rather than overly entangled in the details of the process. Managers can ensure that everyone is working towards a common goal by regularly checking progress and results. ### 3. **Establish an effective communication mechanism** -**Regular communication**: Through regular team meetings or one-on-one communication, keep abreast of employees' ideas and problems, and avoid unnecessary disputes caused by the accumulation of problems. -**Open feedback channels**: Encourage employees to give feedback in time when they encounter problems, rather than raising objections afterwards. Managers should maintain an open attitude, listen to the opinions of employees, and respond in a timely manner. ### 4. **Cultivate teamwork spirit** -**Team building activities**: Enhance trust and understanding among employees through team building activities, and reduce friction due to differences in personal styles. -**Collaboration and division of labor**: Clarify the roles and division of labor of team members, ensure that everyone can play a role within their own responsibilities, and avoid disputes due to unclear responsibilities. ### 5. **Guide employees to pay attention to solutions** -**Problem-oriented to solution-oriented**: When employees fall into detailed disputes, managers can guide them to turn their attention to how to solve the problem, rather than staying on the surface of the problem. -**Encourage innovative thinking**: Encourage employees to propose innovative solutions, rather than just focusing on the details of the problem. Managers can motivate employees to make valuable suggestions through reward mechanisms or recognition systems. ### 6. **Provide training and support** -**Communication skills training**: Provide employees with communication skills training to help them learn how to express their views more effectively while respecting the opinions of others. -**Conflict management training**: Train employees on how to identify and resolve conflicts to avoid small problems from turning into big disputes. ### 7. **Establish a fair decision-making mechanism** -**Transparent decision-making process**: Ensure that the decision-making process is transparent, let employees understand the basis and process of decision-making, and reduce disputes due to information asymmetry. -**Participatory decision-making**: Where possible, let employees participate in the decision-making process, enhance their sense of belonging and responsibility, and reduce unnecessary disputes. ### 8. **Timely intervention and mediation** -**Timely detection and intervention**: When it is found that the dispute between employees has a tendency to escalate, managers should intervene in time to avoid further deterioration of the problem through mediation or guidance. -**Remain neutral**: In the mediation process, managers should remain neutral, treat all parties fairly, and avoid taking sides. ### Summary Managing employees who are ”on the cusp" is not to suppress their personality or way of thinking, but to guide them to transform this kind of meticulous and dedicated work into an advantage at work through effective communication, clear goal-setting and teamwork. By establishing a good communication mechanism and team culture, managers can effectively reduce unnecessary disputes and improve the overall efficiency and cohesion of the team.