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Different people deal with conflict in various ways but how can it be suitably handled in the workplace? Aptly put by Forbes, “conflict rarely resolves itself - in fact, conflict normally escalates if not dealt with proactively and properly,” hence making it imperative for leaders or managers to know how to deal with such situations. Indeed, a failure to do so might otherwise lead to less-than-ideal ramifications! Here are 5 tips on how businesses can navigate workplace conflict fairly without negative outcomes:
Constructive communication is key, says Harvard University. Should a conflict arise, equal opportunities should be provided for either party to air their concerns. Entrepreneur urges leaders to set up a time and place for such a discussion without any outside interference or distractions, while also allocating adequate time for each party to tell their side of the story.
But when exactly is the right time to step in? It’s important for management to figure this out as timing is crucial in such situations. Leaders need to be able to suss out the nuances of emotions that rise in workplace conflicts. As Forbes puts it, “what’s not being said is often just as important as what is.” Remember to consider all factors from every angle carefully before moving forward.
Building on the previous point, it’s often easy to let emotions cloud one’s train of thought. However, when faced with a conflict, a good leader or manager should strive to cast one’s emotions aside and choose to focus on the problem at hand objectively, keeping in mind to steer away from attacking any one side or assigning blame. Even if you have certain opinions about any of the parties involved, remember to remain impartial. It’s still the responsibility of the management to listen with an open mind and try to resolve the conflict in an amicable manner.
For a workplace to function, there has to be a set framework of rules in place. Leaders need to define what constitutes ‘acceptable behaviour’ right from the onset; to start, it’ll help to have clearly defined job descriptions and business practices. Besides outlining acceptable behaviour, it’s perhaps also apt to delineate unacceptable behaviour. Doing so will definitely help to align everyone’s expectations and ensure that everyone is on the same page, so as to prevent any future misunderstandings that might inadvertently lead to the rise of conflict.
There’s a silver lining in virtually everything, and conflict is no exception. Within each conflict is a learning opportunity for a company’s leaders and its employees. Leverage this and turn something bad into something that you can take advantage of; the key is to look beneath the surface problems and identify the potential for growth and development. Always try to encourage your employees to resolve their disagreements in constructive and innovative ways!
The worst thing any leader can do is to ignore tensions or conflicts in an attempt to upkeep a false sense of harmony. No one gains anything from simply sweeping disagreements under the carpet; it may be difficult to do but there is admittedly much to gain from staring straight at the conflict and working it out as a team.
As suggested by Mr Vincent Low (Director & General Manager of Canon Business Imaging Solutions), building a strong and cohesive team culture is vital for any company’s success. Establishing easy-to-understand core values will help to align common understanding, but beyond this, leaders need to walk “in the same shoes” of their employees, connecting with employees on a relatable level, which in turn will help them navigate tense situations better and more fairly.
Leaders should walk the talk and set a good example for his/her team, even in difficult times of internal conflict. With these tips in mind, any business should be able to nip any budding conflicts harmoniously, bringing the office back on track towards achieving greater success.
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