Workplace Conflict
Experiencing conflict at work is inevitable, especially given the wide range of viewpoints, ideologies and diversity. However, if left unresolved, these disagreements can create a hostile or toxic work atmosphere and reduce overall productivity and morale in the company.
It is crucial for managers and HR professionals to be prepared to handle conflict at work. Knowing the best way to handle these situations allows them to settle conflicts quickly and avoid more serious issues – like absenteeism – from developing at work.
Common causes of conflict
In order to effectively manage workplace conflict, it is good to first be aware of the typical causes and motivations behind disagreements in order to manage these effectively. From there, we can address problems before they develop or choose the best course of action if they do.
Common workplace dispute triggers include:
– Difference of work
We are all individuals. Every person completes tasks presented to them in a manner that is specific to their own unique working style. The effectiveness of each member of the team and each individual depends on how well they can cooperate with others.
While some employees may prefer the idea of collaboration in teamwork, others might prefer to work autonomously without any other input.
By noting and respecting the variations in working styles, you may more effectively train personnel and create teams that better complement one another.
– Change in leadership
Conflict between leaders is common, particularly once a new team member is promoted to manager or when someone new joins the team. Changes in management can make other team members feel excluded.
To ensure that everyone stays on track with the company goals, the new leader must encourage good communication and strong collaboration between the various teams and departments inside the organisation.
Different leadership ideas and inadequate communication during a challenging time or project can confuse workers and provide an environment that is conducive to workplace conflicts.
-Different personalities and cultures
Diversity is a good thing and most employees come from a variety of cultural backgrounds and even personality types. However, at times, this can cause contradicting assumptions.
When workers with different personality types collaborate, personality conflicts can arise. It can be easy for an employee to wrongly perceive a colleague’s motives or actions and misunderstand a situation.
In light of the fact that workplace diversity is a desirable quality of any company’s culture, controlling these conflicts is essential to creating a more amiable, diverse, and creative workplace.
Tips on resolving workplace conflicts as a company
Setting clear expectations for your entire organisation is a crucial first step in effectively resolving workplace conflict. Employers should work to develop or rebuild their culture so that handling conflict is seen as a core foundation that aims to avoid problems whenever possible. Building trusting, fair, and respectful relationships between managers and employees is the basis of this type of culture.
Building such trust and ensuring that employees’ opinions and perceptions align with the company’s policies and practises can both be accomplished through enabling regular, open, and interactive discussions.
Although managers are in charge of settling disputes at work, employees should always take the initiative, especially if they have complaints against other staff members. As a result, employees will get experience in conflict resolution and managers will experience fewer interruptions.
Companies value workers who can think for themselves, handle everyday challenges, and put answers into action whether the concerns are task- or people-related.
Tips on resolving workplace conflicts as an individual
– Communicate face-to-face
Face-to-face communication with the other person is the greatest technique to settle a dispute where possible. We communicate with gestures, facial expressions, and voice tones, that all contribute to the conversation.
We could overlook and misread what someone is saying when handling a conflict by email. However uncomfortable it may be, face-to-face conflict resolution keeps lines of communication open.
– Don’t delay
Any problems should be addressed up front to ensure a speedy resolution.
Although it may be tempting to ignore or avoid workplace disputes, doing so can breed resentment among co-workers, reduce productivity and lead to absenteeism.
– Be positive
Thinking optimistically is the best course of action in a challenging circumstance. Be a good listener to the opposing side’s arguments and wait patiently to share your own. Do not be afraid to seek for clarification on any areas that you are unclear about.
You can better reflect, comprehend, and evaluate by maintaining your composure and outlook.
– Find a solution
When bridging the gap, it’s essential to maintain an open mind. This will make it easier for both parties to reach an agreement.
Whatever the scope or intensity of a dispute, there is always a chance for a practical resolution that both parties may accept.
– Know where to draw the line
The majority of disputes should be resolved between co-workers by themselves. However, management should be called in if the problem involves harassment or unlawful activity. An alternative line of action to resolve the disagreement can be suggested by a boss, an HR representative, or even another co-worker.
As a manager
Try to be approachable and empathic with your team. Employees value bosses that pay attention to them, affirm their sentiments, and understand their motivations, emotions, and feelings.
Managers that are persistent and handle conflicts with respect are also valued by their staff. Set clear expectations and hold both yourself and others to them.
Recognise your own errors and work to put them right. These constructive methods for handling conflict can improve interpersonal interactions by encouraging creativity, trust, and participation. The most successful teams are those that are rooted in a culture where members feel safe to disagree.
This can encourage different points of view and lead to wiser choices.
Seeking professional help for workplace conflict
As an EAP provider, Positive Mind Works have a team of psychologists who are experienced in helping employees to deal with workplace conflict. In addition, to individual sessions, we proudly offer numerous resources to companies, including an online portal and access to a number of webinars that cover topics such as handling workplace conflict.
To learn more about our EAP packages and how these can be tailored to suit your business, please give us a call on 1800 327 477 (AU) / 0800 327 477 (NZ) or email us on reception@positivemindworks.co.
We look forward to supporting your workplace.
Associated information:
What is an EAP (Employee Assistance Program) & How Does it Work?
Workplace Wellness: 3 Ways to Look After Your Mental Health at Work
Working From Home 101 – Tips from our Team of Remote Workers
What is an EAP (Employee Assistance Program) & How Does it Work?
Workplace Wellness: 3 Ways to Look After Your Mental Health at Work
Working From Home 101 – Tips from our Team of Remote Workers
