Workplace conflicts aren’t uncommon, we’ve all probably encountered a few ourselves. It limits productivity, has an adverse effect on the morale of involved workers, and may even cause them to change their job altogether.
No matter what you do, tension will always exist within the organization. However, imagine if you’re somehow able to navigate and resolve the discord. The dynamics of the work group could transform, making those far-fetched goals truly sound attainable. The potential of a synchronized team having no grievances within them is unbelievable. To help you reach them, this article will take you through highly effective ways of ridding the organization from conflicts.
Possible Reasons for Conflicts
- Personality clash
- Difference of opinion about tasks
- Lack of team work
- Conflicting goals
- Diversity etc
Its Destructive Effects
- Causes dysfunctionality in communication
- Relationships are affected
- Curtails regular operations
- Rigidity in individuals
- Personal wins become the goal
- Disengagement occurs
- Undue stress is caused
- A toxic environment
- Even third-parties suffer
Example: For instance, suppose a new manager is recruited to supervise a few specific projects that fall under A's department A is uncertain about how this change would translate into redefined roles and responsibilities. This is an example of a common workplace conflict, let’s consider this to discuss further.
When a change is made, it deserves a close watch to follow it up. With a change like this, it’s important for the management to understand that some of the people may naturally feel fear of unknown or loss of control. Encourage two-way communication between you and the people in the group, to let people be as verbal about their concerns and queries as possible. This causes conflicts to be resolve before they even fully form. It can help people adjust to the new realities of their environment, with reduced stress and worries.
A few strategies to manage conflicts in the organization are explained below.
Your Guide Around Effective Conflict-Resolution
Your approach towards resolving conflicts within your group should comprise of the following tactics (in the given order);
Set the Scene
Listen actively, through restating and paraphrasing and ensure all the parties truly get a feel for the perception and position of others. Set ground rules that are necessary to smoothen up the resolution process ahead, and let them know you’re focused on resolving things.
Clarify the underlying interests, needs and concerns. It’s impossible to resolve conflicts without initially understanding what exactly the involved parties’ interests and wants are. Also focus on determining what impact you could have on their interests, goals and motivations through your actions.
Keep it Professional
You’re there to focus on business issues – it's important to remain purely objective. Ignore personalities and discuss work-related issues they might have with each other.
Bring the Parties to Agree to the Problem
Varying underlying interests, goals and needs means that employees possible perceive issues differently. It’s important to initially establish what exactly the problem is that needs to be fixed, whether it’s the only one, and if it’s the same for both parties.
Brainstorm Possible Solutions
While an effective facilitator will have performed this tactic in advance of the resolution discussion, participative brainstorming will help ensure that all parties feel they added in their input to reach a solution. This will significantly improve buy-in and commitment to any resolution that’s agreed.
Negotiate a Solution
Once both sides have better understood the position and interests of their counterparts, it may well be that a mutually accepted solution appears.