As in any interactive setting, the workplace is susceptible to conflict. While it’s something that many of us would rather do without, it’s important that conflict be addressed in order to foster a productive, harmonious work environment for all.
Whether it’s a difference of opinion between two colleagues (personality conflict), or friction between entire departments (substantive conflict), even the most minor conflicts have the potential to escalate. Conflict resolution is the process of addressing and resolving a dispute between parties fairly and constructively. Ultimately, conflict resolution fosters trust, demonstrates leadership by example, and allows you to improve team morale proactively.
Common Sources of Workplace Conflict
- Poor Communication: a lack of communication, or unclear/inconsistent communication can lead to feelings of exclusion and/or frustration.
- Unclear Performance Expectations or Unclear Definitions of Employee Roles: while some organizations prefer to keep job descriptions vague, if someone does not have the information they require to perform their job, or if information is ambiguous, it can lead to resentment and/or frustration from duplication of effort. Or worse, complete lack of productivity.
- Poor time management: this can range from allowing too much or too little time to complete a task and can result in missed deadlines or delivery of subpar work.
- Differing personalities/opinions/views: it’s unavoidable- especially where two parties have strong opposing views! However, our differences must be treated as a source of strength versus weakness.
Steps for Resolving Workplace Conflict
- Acknowledge and address the problem: Regardless of how uncomfortable it may make you feel, ignoring conflict is not an effective strategy and it will not make it go away. Being an effective leader means managing yourself and your staff professionally. Accept that a conflict exists and take steps to move forward.
- Gather information: It is important at this stage not to rely on the “rumour mill” or make any assumptions. Take the time to collect factual information surrounding what has transpired. In doing this, you should determine the source of conflict. Often, there is much more to the story than there may seem at first glance.
- Facilitate a meeting: Once you have determined the source of the conflict, you will need to bring the involved individuals together. Ensure that it is a safe, neutral space and ensure communication is both positive and open. It is important that everyone involved has an opportunity to share. The goal is a collaborative solution.
- Make a plan: Plans and “next steps” will vary; however, collaboration and compromise are at the heart of all conflict resolution.
- Monitor and follow-up: creating a goal and making a plan does not resolve conflict in itself. Parties need to be committed to maintaining progress. Encourage everyone to stay honest, and schedule follow-up meetings.
Why Conflict Resolution is Important
At times, conflict resolution can be challenging for the best of us. However, if conflicts remain unresolved, they have the potential to intensify and impact company culture. Workplace conflicts can result in:
- Increased workplace stress
- Decreased job satisfaction
- Higher rates of absenteeism
- Lower productivity
- Poor morale
To maintain a productive work environment, conflict resolution is a key leadership skill to develop. Not only will you solve challenges, but it will also assist you in better understanding the skills, ideas, and beliefs of your team, and foster trusted relationships with those we spend much of our time with!
To find out more about the wide variety of services RLB People can provide you with contact the team at [email protected] or visit their website at people.rlb.ca.
