It’s no secret that conflicts can arise in the workplace for many reasons. In such situations it is essential to have conflict management procedures and systems in place so that issues can be resolved effectively, minimizing negative consequences for the team. While some workplace disputes are inevitable, they don’t (and shouldn’t) have lasting effects on the organization. Conflict management – or how we organize these challenges from a company perspective.
Successful conflict resolution means approaching and understanding workplace disputes holistically. The ideal condition – their prevention! But it is inevitable that there will be times when, as a manager, you will have to step in and resolve the existing conflict. When this happens, it is important to know how the problem evolves and how it can be solved effectively.
About conflict management
Conflicts must be resolved effectively! In addition, we have to consider the employees. If there are clear procedures and steps for handling conflicts, employees can feel satisfied that they participated in a professional, respectful and timely resolution process.
It is important to know the stages of conflict management in order to be properly prepared. Below, we have described what these stages are.
Conflict management – steps for effective conflict management
#STEP 1 – DON’T IGNORE THE CONFLICT
When there is a conflict within the company, it is very important not to ignore it. Even though it often seems to resolve itself, make sure you are proactive about employee well-being. You don’t have to be prescient or optimistic. As an employer you must create a safe and productive environment for your employees. It should also be emphasized that any conflict can affect other team members, not just those who are in conflict.
#STEP 2 – ADDRESS THE PROBLEM DIRECTLY
When it’s time to intervene, make sure you directly address issues that are causing frustration or tension, and avoid talking about specific people who aren’t present. The solutions offered must be positive and solve the problems that have arisen.
#STEP 3 – CALL A MEDIATOR
If the workplace dispute cannot be resolved by employees and managers, an independent mediator – that is, a qualified mediator from outside the organization – should be called in to help. They will help conflicting parties address their concerns by encouraging them to listen and respect the other’s point of view. The goal of independent mediation is to establish a mutually desired outcome.
Bringing in an independent mediator can reduce the likelihood of an employee’s absenteeism or resignation. Let’s not forget that these employee approaches can be expensive and time-consuming for employers. Mediators also encourage empathy and perspective, powerful conflict management tools that help achieve lasting and meaningful solutions for company employees.
#STEP 4 – MEDIATION FAILURE
If mediation fails, then there is a need to refer to an independent body with which both parties agree and which has the right to make a binding decision.
What creates conflict in a company?
Workplace disputes can occur between employees at all levels. Moreover, they concern a series of problems that have not been solved in time. These may include:
- Cultural or political differences
- Inconsistent treatment of employees
- Certain adversarial discussions with managers or colleagues
- Rights at work are not fully respected or implemented
- Remuneration and promotion issues
- Absence of an adequate conflict management process
- Lack of consultation on changing procedures
Conflict management prevention
The ability to prevent conflict is an important part of any conflict management strategy. It is very important to ensure that staff understand the processes, capitalizing on the following opportunities and strategies:
- employees’ knowledge of organizational protocols – they must be understood and known, emphasizing their importance and compliance
- conflict management strategies must be reminded to employees periodically
- create a welcoming environment and ask employees to ask questions all the time about specific issues they are facing
In relation to prevent the disputes in the workplace, we must to understand the issues that affect and bother employees the most. It should also consider the following indicators that may trigger certain conflicts:
- if an employee is absent longer than normal
- low productivity
- morale decline
- poor retention
Remember – Conflict rarely arises and the indicators above may indicate a need to improve your workplace culture strategy.
As a conclusion
Once a dispute has been resolved, make sure all parties involved, complete all necessary paperwork. It includes a detailed summary of the resolution, which is signed by the relevant staff. This is an important process for employers from a legal point of view, but it also serves as a learning tool for future conflict management.
Very important – ask employees regularly in the weeks and months following conflict resolution. These regular, open discussions with employees who have gone through conflict, will ensure that the solutions are lasting and that they remain happy and productive.
Remember – develop a policy that is respectful and improves organizational culture in the long run.
