Conflicts in the workplace are often inevitable – with a team of individuals, different personalities and various work strategies, disagreements are likely to arise. While some conflict can be healthy and even make your workplace more proactive, ongoing conflict is bound to be detrimental. Therefore, team leaders and managers need to learn the keys to resolving conflict in the workplace.

Many times conflict is caused by a simple miscommunication in expectations. Expectations can be different from person to person, whether due to wrong information or even a difference in ethics or values.

Managers must assess the severity and complexity of the conflict, come up with an immediate response to prevent escalation and maintain safety – as well as strategize for the future. and plan for the future.

In any workplace, resolving conflict is strategic to protecting the bottom line. Employees do their best work in a stress-free environment, and no one likes to feel unresolved tension. Fights between coworkers and general office drama are leading causes or workplace dissatisfaction, poor performance, truancy, and attrition. ignoring these conflicts can lead to poor performance and even lawsuits.

How Does Conflict Manifest?

Workplace conflict can take many forms, but resolving conflict is important no matter how it shows up.

Leadership conflict: If supervisory personnel have disparate leadership styles or varying expectations, employees can become confused and frustrated as to what is expected of them.

Personality differences: Teams are generally comprised of individuals from various backgrounds, levels of experience and expertise, age gaps and personality types. These differences can cause people to see problems and solutions in vastly different ways, causing conflict.

Unhealthy Competition: Interoffice competition can be fun and even profitable for an organization. When environments are too competitive, it can cause back-stabbing and unethical behavior.

Bad Morale: If employees feel that they are underpaid, overworked or that management doesn’t appreciate them, or they don’t have the right tools to do their job effectively – conflict is bound to erupt, typically between management and personnel.

Problems in the workplace can range from simple disagreements to workplace violence. Resolving conflict while it is still relatively benign is prudent practice for any organization.

Tips for Dealing with Conflict in the Workplace

  • Consider the best approach to take. What result are you hoping for?
  • do a self-check to ensure that your own biases, experiences and emotions are not affecting your view of the conflict.
  • Collect information from both sides, never assuming who is “right or wrong” until the whole story is revealed.
  • Listen carefully, and make sure everyone understands that you are receptive to hearing their side and considering their input.
  • refrain from defensiveness or hurtful comments. Focus on understanding, not “winning”.
  • Keep things positive. If a party to the disagreement is negative, try to shift the focus to positive questions and offering solutions.
  • Take a break if the conflict becomes too heated and is devolving into an ineffective exercise.
  • take the entire situation into account. Seriously consider all options for resolution, not just your favorite.
  • Look for the win-win so that no one feels that they were slighted or their grievance not heard.

If you need assistance in dealing with ongoing conflict in the workplace, call People HR Solutions. We can help you to establish workplace protocols and solutions that will create a dynamic and productive working environment. Call today for a consultation.