There is no doubt that the world of work has changed significantly since the beginning of the pandemic. Many people face the psychological challenge of dramatic changes in their lives. Although we have been able to adapt over time to the initial sudden changes, the situation remains uncertain. Some of us are moving back to the physical workplace, while others are struggling to deal with the long-term effects of teleworking or concerns about finances and job security.
The stress and anxiety many of us still feel can have a significant impact on us, both physically and mentally. Stress affects our thinking and behaviour, which increases the likelihood of our getting into conflict situations. Conflict, in turn, can cause significant anxiety, which further affects our health and well-being. And so on...
Realise the need to communicate differently in these difficult times.
In general, whether virtually or in person, there is a need to work harder on mutual understanding. For example, in video calls, we lack many useful body language signals that facilitate communication Without these contextual stimuli, it is more difficult to understand someone's intentions and thus conflicts arise.
It is necessary to conduct communication practically and transparently. Be empathetic and considerate of people's mental state. Don't take conflicts personally. Try to encourage others to share more so that you have an idea of what they are privately dealing with. That way, you might spot, say, a possible breakdown or burnout of a person in time.
Everyone's circumstances are unique and different people will deal with the pressures of the current situation differently.
How to resolve a conflict virtually
Although many basic conflict resolution skills remain the same, conflict management might take longer in an online environment. A video call can take a while to schedule, and it can also take a little longer to create a certain atmosphere and understanding.
While resolving a conflict in person could take a whole day, in an online environment it is better to divide it into shorter sessions on different days, as it is difficult for the parties to sit in front of the screen all day.
If the conflict remains unresolved, it may intensify and grow, which will adversely affect the health and well-being of those involved. With a team working remotely, it can be tempting to avoid solving complex situations and wait for it to be resolved face to face. However, it is strongly recommended that you avoid this.
Although there are problems in resolving conflicts in the current situation, there are also opportunities.
Many people enjoy working remotely and find the home environment more productive. We can thus also get to know our colleagues and their personal lives more deeply via a camera or computer chat when, for example, children or pets suddenly appear on the screen. Alternatively, we share various forms of inspiration and encouragements with others. Feeling relaxed at work and building stronger relationships with our co-workers helps reduce unnecessary conflicts and allows us to deal with them more calmly when they do occur.
Many employees also have more time for self-education. Online training can easily and cheaply reach people anywhere. Interactive group training is particularly useful in learning conflict resolution and mediation skills. This is achievable online with creative, well-structured content and training sessions. Another advantage is that you study with colleagues from different places who would not otherwise meet you.
We face an uncertain future in which many organisations will be under financial pressure. It has never been more important to help our staff navigate conflict in a healthy way than it is now. If we recognise the skills that need to be developed and, if necessary, support the teams with training and external expertise, the conflict can be resolved quickly, informally and via collaboration.
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