Ways to deal with Employee Conflict
There are employees in almost every office who have differences among them and simply don’t mesh. The differences could be political, lifestyle, personality, or some other reason. Sometimes the conflict is the direct result of a specific issue. Either way, the little or big conflicts in the office have an affect on everyone working with, near or around that particular employee conflict.
As we have all likely experienced first hand, employee conflict spreads tension throughout the office and makes for a toxic work environment. It also has a huge impact on business productivity.
Knowing the level of conflict
The most crucial thing is determining whether the reason for conflict is related to workplace harassment/discrimination. If so, the issue MUST be dealt with immediately by management. In most other situations, it may be possible for the parties involved to address the issue(s) without management intervention.
Timing is Everything!
Whenever conflicts arise people tend to mull things over in their minds which just makes things worse. It is also common for employees who are not even part of the conflict to speculate and discuss things (this is called gossip) which can spread wrong information and exacerbate the problem. Dealing with conflict quickly will help to avoid these challenges.
However, there is also a time and a place for everything. Dealing with employee conflict while a customer is within listening distance is certainly not appropriate. It may be necessary for the parties involved to schedule a time to resolve their issues. Be sure to select a private space away from potential distractions.
Again, when conflict arises, it is important to address it immediately or as soon as reasonably possible. Avoiding the issue is like a wound that gets bigger and more poisonous the longer it festers.
Ask the Employees to Sort out the Issue
If you are a supervisor or manager, then you should encourage your employees to work out problems themselves. Remember, you are their manager — not their mother. Only get involved as a last resort.
The employees who have their differences should agree to talk to each other with kindness and respect. Simply using words like “I feel” instead of “you did” helps to keep the situation from elevating. Both parties need to approach the conversation non-defensively. The only “win” will be when both people feel like their words have been heard and acknowledged by the other person and a resolution has been reached.
Identify the Issue
Assuming the problem is not related to harassment, then the first step is to identify other reasons like: stress in the office environment, tight project deadline, or are some employees bullying their coworkers? It could also be the result of a specific offense (real or perceived) by one employee on another. Or it could be something else.
The first step toward resolution is identifying the issue. This can sometimes be much harder than it seems, especially if it’s the result of a festering problem that has been going on for months. If the issue is not easily identifiable, then it may take quite a bit of conversation just to get to the root of the problem.
Management Intervention
If the employees simply cannot work through their differences then the manager or supervisor must get involved. Otherwise, the conflict can increase and become an even bigger issue. If you have a Human Resources department, it might be a good idea to ask for their intervention. Much of their training is in conflict resolution.
Non-Involved Employees
If you as a third party get dragged into the office drama, the best option is to bring it to the attention of your supervisor or human resource department. In a minor conflict you might be able to act as a mediator, though this has the potential to add fuel to the fire. Better to extract yourself from the situation and get help from those in a position of authority.
Lead by Example
If management is effective at honest and open communication, then it motivates and inspires other employees of the company. If the manager speaks to his employees in a respectful manner, then they learn to do the same. The result is a positive energy in the office environment with happy, productive people.
Most managers find that weekly or monthly meetings help keep communication lines flowing within the office. Since good communication skills are so important to the success of the business, adding training seminars might help to empower the entire team.
Build Relationships
The old saying that iron sharpens iron definitely fits this situation. We spend a large part of our day with our fellow workers. This mean we have an opportunity to learn and grow together into the best version of ourselves.
When conflict arises — and it will — how we handle that conflict can ultimately result in growth for those involved. If you handle employee conflict with great care and responsibility, then it can lead to healthy competition, increased creativity, and a stress-free work environment.
