Conflicts in the workplace are among the main causes of stress and a decline in productivity among employees. The problem is that if we don’t get on well with somebody, we have a tendency to avoid them which has a negative impact on teamwork. And this not only applies to bullying and rude behaviour but also to larger and smaller differences of opinion and personality which are unavoidable in the majority of workplaces. If your team is to work to its maximum it is up to you as the manager to not underestimate conflicts and to learn how to manage them correctly. The Open Forum server has some practical recommendations.
1. Give both sides the same opportunity to say what’s on their mind
You can find a simple solution just by letting both sides express their views verbally. Therefore make sure that your people know that they can express themselves and they will be heard without having to fear embarrassment and ridicule.
2. Find the cause of the problem
If you want to find a solution, first of all you have to find the nature of the problem. It’s not easy but that is what makes it all the more important. The more you are unafraid of resolving conflicts within your team, the easier it will be for you to gradually uncover the reasons for them.
3. Teach your employees to know how to appreciate their differences
After the people involved in the conflict give their views of the matter, these views should then be analysed with regard to their strengths. Then find ways of not considering differences to necessarily be a problem. If this phase of conflict resolution does not work, begin to seriously consider setting up a corporate diversity programme, involving your people in this programme or working with an external consultant who will come up with a programme to resolve conflicts that is made to meet your requirements.
4. Find what the people involved in the conflict have in common
Almost every two employees that get into a conflict are able to find something that they agree on. This is a very important step on the road to finding a joint solution. Usually they can agree that a problem exists, what the worst-case scenario might be or at least on one simple change in order to achieve success.
5. Involve both sides in deciding on a solution
The final solution should be based on your organisation’s goals but at the same time should also satisfy the interests of both parties who have got into a conflict. You won’t necessarily find a solution straight away and be prepared to demand compromises. If you give both sides the opportunity to be involved in the problem-solving process and to have responsibility for the solution, you will significantly increase your chances of making a long-term change.
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