Reduce Workplace Conflict with Observations Instead of Judgements

• Standard
• business communications, communication, training, Workplace Conflict

In today’s fast-paced and diverse workplaces, effective communication is more important than ever. One critical but often overlooked aspect is the distinction between “observation” and “judgment.” Understanding and practicing the difference can prevent misunderstandings, reduce workplace conflict, and foster a culture of trust and collaboration at work.

Defining Observation and Judgment

Observation is the act of noticing and describing facts or events as they objectively occur, without adding interpretation, evaluation, or personal opinion. Observations are specific, concrete, and verifiable by others.

Judgment, on the other hand, involves interpreting, evaluating, or assigning value to what is observed. Judgments often include assumptions, generalizations, or personal opinions, and may not be shared by others. They can be positive or negative but are inherently subjective. These often cause defensive and emotional responses.

Why the Distinction Matters to Reduce Workplace Conflict

While both observation and judgment play roles in the workplace, confusing the two can lead to miscommunication, defensiveness, and damaged relationships. By focusing on observation, we encourage openness, clarity, and constructive dialogue. Let’s take a look at some examples.

Workplace Examples of Judgment

• Judgment: “You’re always late to meetings and don’t respect others’ time.”
• This statement generalizes and assumes intent, likely making the recipient defensive.
• Judgment: “Your report was careless and unprofessional.”
• Here, the feedback is evaluative and subjective, rather than focusing on what specifically occurred.
• Judgment: “You were trying to dominate the conversation during the presentation.”
• This interprets the motive behind the person’s actions, rather than sticking to observable facts.

Workplace Examples of Observation

• Observation: “You arrived at the meeting at 9:15 AM, and the meeting started at 9:00 AM.”
• This is a factual statement that anyone present could verify.
• Observation: “You submitted the report on September 15, two days after the deadline.”
• This simply states what happened, with no interpretation or blame.
• Observation: “During today’s presentation, you asked three questions.”
• This notes a countable action without implying motive or quality.

Shifting from Judgment to Observation to Reduce Conflicts

Making the switch from judgment to observation isn’t always easy, especially in high-pressure environments where emotions run high. However, practicing this skill can lead to more productive conversations and feedback. Observations describe a specific situation and are simple facts, non-debateable. For example, instead of saying, “You never meet deadlines,” try, “I noticed that the ABC project was submitted 1 week after the agreed-upon date.”

This “observation” approach invites dialogue and problem-solving, rather than blame. It also makes it easier for colleagues to receive feedback without feeling attacked. You can take this further by guessing at their need and offering your support: “Do you need an example or more training? How can I help you provide the projects on time?”

The Benefits in the Workplace

• Reduces Conflict: Sticking to observations minimizes defensiveness and misunderstandings.
• Builds Trust: Employees feel respected and understood, rather than judged or criticized.
• Encourages Growth: Feedback based on observation helps individuals recognize areas for improvement without feeling demoralized.
• Promotes Inclusion: Observational communication respects diverse perspectives and experiences.
• Helps to uncover the underlying problem: Employees are more likely to share personal problems and ask for help.

Conclusion – Use Observations to Reduce Workplace Conflict

Understanding the power of observation over judgement can transform workplace interactions. By focusing on what we can objectively notice and describe, we pave the way for honest, respectful, and effective communication. The next time you’re tempted to make a judgment, pause and ask, “What did I actually observe?” This small shift can make a world of difference.

References

• Rosenberg, M. B. (2015). Nonviolent Communication: A Language of Life. PuddleDancer Press.
• Stone, D., Patton, B., & Heen, S. (2010). Difficult Conversations: How to Discuss What Matters Most. Penguin Books.
• Society for Human Resource Management (SHRM). (n.d.). “Providing Feedback: The Difference Between Observations and Judgments.”

Author

Kimberly VanLandingham is the founder, trainer and strategist for European Market Link Sarl, including Presentation Training Switzerland. Specialising in international and technical leaders and teams, she facilitates live training courses in Switzerland, covering public speaking and other communication skills. Kimberly has over 12 year experience helping clients with communications, 20 years experience at the DuPont company, with degrees in engineering and communications.

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