Abasiakan DennyWorkplace conflict is inevitable and an integral part of any professional environment. Workplace conflict may be caused by various reasons such as unmet expectations, cultural differences, a break in communication, etc. Regardless of the cause of the tension. Conflict must be addressed promptly and properly for the good of everyone involved. Conflict is a core of the human race and can lead to efficiency and understanding if properly managed. Conflict resolution must be systematic to achieve the best results.
Understanding Workplace Conflict
You need to understand the nature of workplace conflict to know the right strategies to resolve each. Workplace conflicts have several root causes. Please pay utmost attention to settle it. Conflicts in the workplace can manifest in diverse forms, including:
Interpersonal conflicts such as disagreements between colleagues due to differing work expectations, work styles, personality, etc
Intragroup conflicts that arise due to competition within a group or team. At times, a group is made of workers with similar work roles. Intragroup conflicts may be due to competition for limited resources, opportunity, etc.
Intergroup conflicts happen due to differences in opinion, competition between different departments and teams. Conflict with management usually arises due to unmet expectations and promises, poor working conditions and environment, etc.
Strategies for Managing Workplace Conflicts
As said earlier, workplace conflicts are inevitable. Conflict is a constant wherever human beings are found. Conflicts aren’t wrong in themselves. The problem comes when it’s not addressed. The following strategies are crucial to managing workplace conflict:
Acknowledge the Conflict
- Acknowledging the existence of any conflict is crucial to resolving. This is the first step to conflict resolution. Neglecting to recognise the presence of the conflict can make the matter worse.
- Initiate and encourage open conversation about the conflict. Invite both parties and create a welcoming environment for a dialogue. This will enable both parties to express their feelings and thoughts clearly.
- Open conversation will help trace the conflict to its source. Ask relevant questions from both pirates to clarify the issues surrounding the conflict.
Foster Emotional Intelligence
- Emotional intelligence is an invaluable soft skill in conflict resolutions. Workers with high emotional intelligence will be able to manage their emotions well in tense situations. Emotional intelligence will help you to understand the feelings of others and act with decorum no matter the issue.
- Self awareness is a core component of emotional intelligence. Encourage workers to understand their emotions and the things that trigger negative emotions. When workers identify their triggers, they’ll identify situations that can trigger a negative response and avoid them.
- Educate team members on how to value the perspectives of others. Different people are wired differently. Fostering empathy will create an understanding environment for workers. Organise forums and workshops that focus on team-building can help develop emotional intelligence.
Adopt Effective Communication Techniques
- Effective communication is crucial to conflict resolution. Sound communication can ease the tension and enhance understanding between both parties.
- Actively listening to each other is crucial in conflict resolution. Encourage both parties to listen attentively while each party speaks. Dissuade interruptionns becaise this maty exacerbate the situaion. Summarise key statements made by both parties.
- When discussing the conflict, focus on the issue instead of attacking personality. Avoid making blame and accusations. For example, when addressing an issue of lateness, you can say, “I noticed you have been reporting late to work,” instead of “ You have never come early to work before.” Addressing the issue will preserve the person’s self-esteem while focusing on dealing with the situation.
- Encourage the usage of the personal pronoun “I” when expressing dissatisfaction and not to blame others. Remember, you’re advocating for peace. Therefore, all your approaches must foster peace. For example, you can say, “I feel dissatisfied when deadlines aren’t met,” instead of “You’re fond of not meeting deadlines.” Using “I” takes the blame off the person and spotlights on the situation.
Involve a Neutral Third Party
The approach to conflict resolution varies, depending on the peculiarities and the personalities involved. Understanding people’s temperament is crucial to knowing which approach to use when resolving conflict. In peculiar situations, you can involve a third party as mediator. This could be the HR representative, head of department, manager, or a neutral third party to mediate the process.
A mediator can help guide the flow of communications. The external mediator acts as the referee, controlling the actions. He should be unbiased and transparent. Also, he should have mastery in communication and emotional intelligence.
Bring in an expert in conflict resolution to train the workers on conflict resolution. When workers are trained, they will act from a standpoint of knowledge, which is better.
Promote a Positive Work Environment
Sometimes workplace tensions stem from a dissatisfying work environment. Creating a positive work environment is crucial to managing conflicts in the workplace. Some key strategies must be followed to achieve the best results:
- Encourage team building by organising programs that foster collaboration and relationships among workers. Activities such as this will encourage unity and acceptance between team members.
- Prioritise open conversation among workers. Sometimes, you can organise a dining out for all workers, where you’ll ask for their views and feedback on certain issues. Open conversation will encourage good information flow and expression of thoughts.
- Recognise, celebrate and reward achievements. Organise programs to reward workers who have distinguished themselves in serving the company. This will boost the workforce morale and encourage a healthy competition.
Followup and Reflect
After conflict resolution, follow up and reflect on the whole process. This will encourage the parties to remember the terms and ways to sustain the peace. Follow up will help you address lingering issues that may lead to another conflict.
Both parties should study the pattern of the conflict and the resolution strategies used. This will prevent reoccurrence of the same conflict.
Conflict is inevitable in the workplace because of the differences in backgrounds, culture, and opinions. etc. However, conflict must be resolved to create a positive working environment and boost the workforce’s morale.. Conflict is not bad in itself and has some hidden benefits. At times, it’s good to disagree to agree. Hence conflict can encourage collaboration and more understanding when and if properly resolved.
