As people, we all function differently.
From differing opinions to diverse personalities, workplace conflict is bound to occur sometimes. This is inevitable, but how you navigate through this conflict is what’s important. Your strategy of conflict resolution will inform the productive, collaborative environment you want to foster moving forward.
What is Workplace Conflict?
Workplace conflict can involve simple disagreements, or full-on clashes between employees, or between employees and management. Conflict often arises from a difference in opinions, values, or personalities. It can also arise due to workload, different treatment, or unclear communication.
Disagreements are normal, but unresolved issues can build tension, and create an unproductive, or potentially unsafe environment for employees. This can negatively affect performance, morale, and team dynamics. Overall, it can make people dread going to work, which is the opposite of what you want.
6 Steps to Navigating Workplace Conflict
When conflict arises, it’s essential to address issues in a timely and constructive manner, as this will maintain a healthy and happy work environment. Here are some steps to follow:
1. Address Issues Early
The first step is to address issues early on, before they fester any longer. This can prevent further escalation, as well as potentially prevent the same issues from arising between other employees in the future. Talk to the affected parties and start a simple dialogue that addresses what happened and when, who was involved, why it happened, and how they (and HR) believe it could be solved.
2. Encourage Open and Direct Communication
Act as a neutral middle ground to encourage an honest, but respectful conversation between the conflicting parties. Work through understanding different perspectives, and try to reach common ground that’ll benefit both parties. Additionally, avoid taking sides, as this can assign blame and create bias, which is unproductive.
3. Collaborate on Problem-Solving
Collaborate with your team, supervisors, and HR department to work towards addressing the affected parties’ concerns, and discuss ways to accommodate other employees moving forward. This could range from simply reassigning responsibilities, relocating, or disciplinary action if needed.
4. Active Listening
Ensure all parties feel heard by exercising empathy, attentive body language, and asking open-ended questions to further understand different perspectives and the root of issues. Instead of asking ‘yes or no’ questions, encourage an ongoing dialogue, but maintain a respectful atmosphere. When emotions are high, a bit of compassion goes a long way in making people open up.
5. Set Clear Expectations
As mentioned before, although it’s practical to promote open communication, at the end of the day you have a responsibility to uphold company policies. Make sure to clearly communicate your workplace policies and expectations regarding conflict, bullying, harassment, and health and safety. This is an objective way to work towards preventing future misunderstandings, as well as preventing conflict from becoming more frequent. It will also inform any objective disciplinary action that needs to be taken.
6. Seek External Assistance
If a certain conflict is too difficult to resolve, consider outsourcing specialised experts to help settle situations. The most common way to settle workplace conflict is mediation. Mediation involves bringing in a neutral-third party to safely and confidentially discuss, and try to resolve an issue between conflicting parties. This will inform decision-making moving forward.
The Bottom Line
Workplace conflict is hard and can be nerve-wracking to you as an employer, but successfully managing it leads to improved relationships, and increased productivity. Having effective problem-solving skills can also reduce further conflict and turnover, as a healthy environment is a happy environment.
Need some Advice?
Sometimes it’s also okay to ask for help.
At People Associates, our expertise lies in mediated problem-solving that enables us to facilitate constructive dialogue, and find common ground. We’ll minimise conflict and maximise positive outcomes. We’ll also provide you with clear and concise advice, empowering you to make informed decisions!
Why risk going through it alone when you can take advantage of expertise, without the high cost of legal fees?
Want a free consultation? Fill out this form to get in touch today.
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