As anyone who has followed politicians on the election trail will know, conflict is an inevitable part of any working environment. When unresolved it can harm productivity and employee morale. A manager’s role in navigating disputes is crucial but can feel uncomfortable.
With all the debates and controversies that have been in the news recently, it seems a good time to look at strategies to help you reduce conflicts and manage delicate situations with confidence. This blog digs deeper into what causes conflict, the impact on employees, and how you can help.
Understanding the nature of the conflict
Differences in personality, working style, values or competition for resources can be common reasons for people not getting along. Pinpointing the underlying cause of conflict will help you to get to the heart of the matter quickly and strip away layers that can make an issue seem complicated.
Workplace conflicts often fall into one of the following categories:
- Task conflict: Disagreements about the content and outcomes of tasks.
- Relationship conflict: Personal differences that create tension.
- Process conflict: Disagreements on the process to achieve goals.
Helping employees under stress
If pressures outside of work are contributing to how someone is behaving at work the Enjoy Benefits Wellbeing Programme can help. Our specially tailored programme of advice includes information on sleep, nutrition, finances and mental health – all important for getting on an even keel and feeling resilient physically and emotionally.
Our suite of benefits offers a cushion for a variety of stressful situations including health issues and childcare. See what is available here.
Open communication
Creating an environment where employees feel safe to express their concerns can stop conflicts from escalating. Regular check-ins through one-on-one and team meetings are a good way to spot pinch points and avoid issues escalating.
Making yourself accessible via an open-door policy can also be a good idea. When people do stop by, arrange a time to meet if you’re too busy to talk immediately and demonstrate ‘active listening’ by giving people your undivided attention.
Show empathy and understanding by genuinely listening to concerns and try not to downplay how someone feels.
Address conflicts promptly
Timely intervention is crucial. Try to deal with disagreements as soon as they arise to stop them from festering. You might need time to gather information and understand all perspectives, in which case explain any process to those concerned and try to arrange meetings as soon as possible so you can reach a resolution swiftly.
Mediate with fairness
Avoid taking sides by staying neutral and facilitate dialogue by encouraging each party to express their views and listen to each other. Focus on solutions and guide the discussion towards finding a mutually acceptable resolution.
Implement conflict resolution strategies
Find the right strategy for dealing with the problem. Approaches you could take include:
- Collaboration – working together to find a win-win solution.
- Compromise – each party gives up something to reach a middle ground.
- Accommodation – one party yields to the other’s demands.
- Competing – asserting your position if it’s crucial for the organisation’s interests.
Every conflict provides an opportunity to learn and improve, so take time to reflect on what worked, seek feedback and implement changes to prevent similar situations in the future.
Equip your team
Conflict is not inherently bad, it’s how we handle it that makes the difference. Training for staff gives them skills to handle conflicts on their own. Strengthening relationships through team building, developing effective communication, interpersonal and conflict resolution training can all reduce conflict and help your team run effectively.
Recognising good work through employee reward schemes and valuing a diversity of opinions will also help foster a positive work environment, a culture of respect and collaboration and a cohesive, high-performing team.
About Us
At Enjoy Benefits, we have great experience in helping companies of all sizes introduce benefits that are suitable for their workplace.
Benefits are easy to set up and ongoing administration is then run through a hub, allowing employees to manage their own benefits while the employer can see which benefits are proving popular and what level of take-up each has had.
If you would like an obligation-free chat to discuss which benefits might work for your business and your employees, please contact us by calling 0800 088 7315 or using our Contact Form.
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