How To Resolve Conflict In The Workplace - 7 Proven Strategies
Conflict is a natural and inevitable part of any workplace. It can arise from a clash of personalities, different agendas or simply a lack of communication. While conflict can be healthy and productive, if it's not managed effectively, it can cause tension, disharmony and even sabotage within teams. Conflict may be caused by people having different interests or having unclear responsibilities at work. Employees may think they put in more effort than others or have entirely different priorities.
So how can you resolve conflict to benefit both individuals and the organisation? Here are seven proven steps to follow.
Understand the causes of conflict
Conflict can arise for several reasons, and it's important to understand what's driving the conflict before trying to resolve it. Some common causes of conflict in the workplace include:
- Personality clashes or disagreements between teams or individuals.
- Different agendas or goals
- Lack of communication within teams.
- Misunderstandings or misinterpretation of information.
- Resentment or envy based on position or power
- Anger and frustration
If you can identify the root cause of the conflict, you're in a better position to find a resolution. It may help to talk to the parties involved separately to understand better what's going on. Use emotional intelligence techniques to speak to the parties.
Be open to compromise.
Once you understand the causes of the conflict, it's time to start thinking about possible solutions. This is where compromise comes in. A compromise may not only be required between the parties but also yourself as the person helping deal with conflict. However, to resolve the conflict, both parties must be willing to give and take. If one person is only interested in winning, or if they're not ready to listen to the other person's point of view, the conflict will likely continue.
When trying to resolve a conflict, you should consider the other person's values and interests. Try to separate the person from the problem. This will help you look at the problem in isolation, and you may even look at the other person as helping you solve the problem. Try and find a middle ground. People usually respect others when they are willing to compromise. It shows strength, maturity and a sense of being part of a team.
Address the issue head-on.
If possible, it's best to address the conflict head-on. Keeping the issues within you will only cause resentment. However, if you think that speaking up may worsen the problem or you are worried about approaching the issue head-on, you may need to involve your manager or a mediator. This means talking openly and honestly about what's going on and how you feel in front of a manager. When discussing your differences, be mindful to keep it professional and don't let your emotions take over. Show empathy where necessary because putting yourself in other's shoes may help you understand the problem better. It can be challenging to do this, but it often leads to a quicker resolution. Remember to stay calm and respectful during this conversation, even if you feel angry or frustrated.
Acknowledge your feelings and those of the other person.
When dealing with conflict, it's vital to acknowledge your feelings and those of the other person. This means being honest about what you're experiencing and not trying to bury your emotions. Remember that any feedback provided should be based on the conflict and not a reflection of the person. It also means listening to the other person's point of view without judgement. Keeping an open mind when listening or giving criticism will help you identify the areas for improvement.
Listening carefully and patiently to others is very important, even when completely disagreeing. You don't have to agree on everything that is being said, but you will need to show that you are interested in listening and willing to work towards a resolution. Also, when you let the other person speak freely, you gain their confidence, which will likely increase your chances of an agreement. This can be difficult, but it's essential if you want to resolve the conflict peacefully.
Stay calm and respectful.
The truth is that you will not agree with everything being said when dealing with conflict. However, staying calm and respectful is important because people usually lose their temper when they are in a conflict with others. This is because your brain perceives conflict as a threat. Your brain then directs your amygdala to realise adrenaline and cortisol into your system. This gears your body for a fight or flight response, and you may notice immediate changes in your body, such as increased heart rate and sweaty palms. These responses are hard-wired in our system to avoid danger, but they also stop our brain from making complex decisions, such as seeing the other person's perspective.
To avoid amygdala hijack and stay calm, you can try breathing exercises, notice the changes in your body, listen actively to the other person and ask questions. Try to lower your voice and tone. This will help you keep your emotions in check and treat others respectfully, even if you disagree with them.
Follow up to ensure resolution.
Even after the conflict has been resolved, some parts of disputes can still linger. Even when you think everything has been discussed, it is still important to ask the questions like, "Do you think we have discussed everything?". You want to ensure that no stone is left unturned and all the options have been presented. Sometimes when conflict resolution is rushed, things are not adequately reviewed. Therefore, it's essential to follow up after resolving a conflict to ensure that everything has been resolved satisfactorily. This could involve checking in with both parties regularly for a set period or arranging for additional mediation if needed.
Some ways to follow up include:
- Sending a follow-up email or letter to both parties outlining the resolution and thanking them for their cooperation
- Have a meeting with both parties to discuss how the resolution is working for them and address any issues that may have arisen
- Setting up a system where both parties are required to provide feedback on how the resolution is working for them
Seek professional help if needed.
In some cases, it may be necessary to seek professional help in order to resolve the conflict. This could involve hiring a mediator, an occupational therapist, or the Human resources department. You should seek help when disagreements become personal and conflicts affect the organisation's overall productivity. HR personnel can help set the ground rules for conflict resolutions and help people involved with brainstorming solutions-based ideas. They can also clarify any company policy and procedure related to conflict or grievance management.
However, you may want to contact external help when the matters become legal, for example, in cases of recurring bullying or harassment.
Conclusion
When conflicts at work are not correctly resolved at an early stage, interpersonal tension between employees becomes a significant factor in developing anxiety.
It is advised that conflicts among staff should be resolved as soon as possible by employing an organised and systematic approach to conflict management. Although you can use the strategies mentioned above, the most important thing is early intervention.
Where possible, people should be allowed to resolve their conflicts at work independently. However, if the concerns are not resolved, then intervention from professionals may be necessary
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