When you have a group of people together, conflict is likely to occur at some point. This includes you employees, people will always disagree or find fault in one another. There might be passive or yelling fights.
When conflicts arises in the workplace – as it inevitably does many smaller organizations and family enterprises are not prepared to handle it. It takes some careful crafting of policies, as well as genuine self reflection – to get the team back on track.
As harmonious as you would like your workplace to be, there will be rifts at some point. Perfect responses to behaviors and assessment do not guarantee a constantly peaceful workplace.
Tips and tricks to handle conflicts – must know!
Conflict at work can be a good thing. In that way you can see where the issue lies within your business. And it can help you and your employees grow and improve as a team. Don’t shy away conflict. Discuss it as soon as possible before it escalates. Avoiding it can be a bad thing. Tension will build up and increase and the conflict can become worse that what you have expected. When you have discovered a conflict between employees you have to encourage them to work it out – offer yourself as a mediator or simply be in the room with your employee to tone down the tension if needed.
The only way to resolve a conflict is to communicate. Encourage the feuding parties to set up a time to meet, whether alone or with your supervision. There must be ample time to talk without distractions. Make sure each parties has the opportunity to say what they want to say. They should not be interrupted by you or the other employee involved – and also an employee or you should not be in control of the conversation.
Having the employees meet to talk is only beneficial if everyone involved actively and solemnly listens – everyone should give their full attention to the person who is talking. You and the other employees involved should not be talking, checking emails, playing on their phones, or doodling on paper. Listening should be all about understanding the other person’s perspective.
The discussion will primarily be about the disagreement – but that should not be the only thing you talk about. The employees should also search on points of agreement.
When you help employees work through a conflict, it is important not to take sides – you are simply there to help them work through their problem.