Conflicts in the workplace are common. Using a well-planned strategy and tact are the secret ingredients for resolving said conflict. The strategy involves 4 parts. Follow the plan, and tensions at work should ease in no time!
1. Identify the Conflict
Conflicts within workplaces can be disruptive, so it’s often the management’s obligation to resolve the issue abruptly. Do everything you can to root out the nature of the conflict, from both ends and even from outsiders’ perspectives.
Then, before you deal with it, think long and hard about what could be causing this problem and be sure to see if you’re missing out on any critical info, such as outside stress or office-wide problems. Perhaps it’s one sided or very intricate. Regardless, do the work.
2. Addressing the Problem
Addressing the person’s issue as soon as possible is important. Remember to remind everyone involved that work is not a proper setting for personal issues, but be open to assisting in any way that you can. Always be supportive. If it’s an inter-office problem, then offer help through human resources or an Employee Assistance Program.
If no simple solution is plausible, an investigation may be necessary. Find out what departments and parties are involved.
Always, always be as clear and direct as possible when it comes to announcing your decision or plan of action. Never single anyone out, and make sure that everyone in the office is subject to the same standards. Say the problem has to do with excessive tardiness.
If there is a problem with your plan of action, then the best method is to cover all your bases. For instance, take a meeting with all departments rather than just going over it with a couple people who have questions. Speak with everyone as a group. Explain the reason for the policy. Show them how the conflict has caused a loss of profit, and it was necessary for the policy being implemented. Encourage questions. In a group setting, everyone is included and involved.
Conflicts at work occur sporadically across every sector.
However, being an observant manager ensures that any conflict will be handled properly. In fact, conflicts do not have to be totally bad. Sometimes, a manager can learn something during a conflict that can make the workplace much more efficient and/or enjoyable.
Believe it or not, employees have numerous ideas on how the workplace can be improved. One of the best skills of a manger is to listen and observe. Instead of viewing conflict as another work problem, look at it as an opportunity to do a better job.
About the author: John Freeze likes to write about business, finance & saving at www.termlifeinsurance.org