Dealing With Conflict in the Workplace

Disagreements are inevitable among people from various backgrounds as they’re working together. As someone in management, it falls upon you to handle conflict diplomatically.

In most cases, it’s expected that the employees try to resolve their conflicts amicably. Unfortunately, it seldom works out that way. Management inevitably needs to step in to mediate and attempt to settle the matter in the best way possible.

The idea is to have a working environment built on a culture of trust and mutual respect. These kinds of conditions will help prevent conflict by allowing employees to iron out their differences before the situation erupts.

Causes of Conflict

There are various reasons why conflict might occur among colleagues or employees and employers:

• Personality differences – we aren’t all alike, and we deal with similar situations differently.
• Poor communication – co-workers can misinterpret a comment or instruction.
• Inadequate training – this can result in the employees not being able to deliver the kind of work expected from them.
• Roles not clarified – if someone’s role isn’t clearly defined, they might not know what is expected of them.

These are only a few causes that could even arise between management and subordinates, not just among colleagues.

What to Avoid

Management needs to know when to step in to assist with resolving conflict. Even if you allow your staff to try and settle their issues, you shouldn’t let these situations escalate if you can help. To maintain your culture of respect and trust, it’s crucial to address conflict sooner rather than later. 

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The escalation of a disagreement can even lead to a physical altercation and result in an injury. If this occurs, you might have a worker’s compensation case as well. If so, then speak to a professional who can assist as recommended by Diamond & Diamond.

One practice you can avoid is meeting with the individuals separately. This could make the situation worse and give each one a false sense of being right.

Useful Points on Dealing with Conflict

• Have a combined meeting with the concerned parties. Each person should be allowed to share their side of the matter briefly. If any confrontation arises, then you should intervene. 
• Each should then articulate how they would like the disagreement to be resolved. This should be accomplished in a non-accusatory manner by helping them state clearly what their needs are. As the manager, you should acknowledge your contribution towards this discord where applicable.

Also, allow them to indicate what they would like the other party to act moving forward. Throughout this meeting, you need to ask appropriate questions to highlight these points. 

• The parties involved should acknowledge each other’s requests and comments and commit themselves to change where relevant. 

Highlight that disagreements are typical but shouldn’t be personal and not be allowed to disrupt the workplace.

• It would be best to make the individuals aware that you’ll not take sides and encourage them to do their best. You could take further disciplinary action if their behavior doesn’t improve with time.
• In closing, it’s recommended that you have a future meeting to evaluate their progress.

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Conclusion

Conflict is unavoidable in a place of work. There are countless reasons why this can occur but it’s your job as a manager or supervisor to step in and try and resolve conflict as soon as possible.

Listen to the aggrieved parties together. Allow them to voice their concerns and acknowledge each other’s issues. They should commit to change their behavior, where applicable, in order for the matter to be resolved.

Follow up and ensure that everyone is at peace with the outcome. Your behavior as a manager assures the rest of the staff that you’re fair with your judgments and support mutual respect at all levels.