Workplace conflict can grow to become a major obstacle to a company’s performance. Chronic unresolved conflict can cause a loss in productivity, profit, and the loss of quality employees. Exit interviews reveal that chronic unresolved conflict are the cause of 50% of all employee departures. Here are a few tips to approach a conflict in your office.
Clarify the issue
The first step is understanding the situation. Often, everyone in the workplace is already aware of the source of conflict. If the conflict involves more than one person meet with the employees separately at first and question them about the situation. Take notes and key points to refer to later. If it is a minor conflict it can be resolved simply with a one-on-one meeting. For instance, a disruptive employee that talks loudly, or talks negatively about others. These minor conflicts may require reminders of company policies to be resolved.
Prepare a plan
Plan key points that you want to address. The conversation should be flexible but clear and direct. Everything you say as a leader matters. Avoid excessively critical or condescending language. The goal of conflict resolution is not to decide which person is right or wrong; the goal is to reach a solution that everyone can live with. Look first for the needs of your team, rather than solutions.
Remain unemotional
Talking directly with the person is intended to help, and inspire them to do better. The calmer and more centered you are, the better you will be in handling a tough conversation. Try to adjust your attitude for maximum effectiveness. Start with a positive statement. For example, I have something I’d like to discuss with you that I think will help us work together more effectively.
Be direct
Clearly state the behavior that is causing the issue. Avoid sugar-coating or watering down the message. The consequences of not frankly stating the issue will invariably cause the conversation to miss the mark and possibly create additional problems with work relationships. Clear and direct statements will leave no room for a misunderstanding of the issue.
Acknowledgment
Some feelings usually accompany any conflict situations. Before any kind of problem-solving can take place, these emotions should be expressed and acknowledged. Take time to listen to the other person’s words and seek to understand. Repeat what they have said back to them to confirm that you understood correctly what they are expressing.
Follow-up
You may want to schedule a follow-up meeting two weeks after the initial meeting to determine how the parties are doing. If the conflict is continuing to cause a disruption and it remains unresolved, you may need to explore other avenues.
Preventing and managing conflict between people at work encourages collaboration and respect in your team. Workplace conflict can damage performance and workplace morale. Address problems as soon as you are aware of a conflict between employees to ensure it doesn’t affect your entire team or department.
