Each year, low productivity costs employers countless dollars in lost time and resources. This is often the result of workplace conflicts that distract managers and employees from their goals and create a negative work environment that can impact even those who are not directly involved. When conflict is mismanaged or goes unmanaged, the office can become a very tense environment. In addition to slowing productivity, this atmosphere may take a toll on retention, as some of your top performers leave for more positive pastures. To top it off, conflict among team members often leads to the department being perceived as less competent and professional – an assumption that sullies the reputation of the entire team, not just those directly involved in the conflict.

Once addressed, these issues can be neutralized or resolved in a way that allows all involved to continue working together while developing an environment that encourages success. Teams that manage conflict well are able to achieve a balanced environment that fosters a positive discourse on work-related issues and raises the level of productivity for all. And, while everyone from the bottom of the office food chain to the top has experienced conflict in some way, shape, or form, knowing the right way to deal with it can be a challenge regardless of your job title. Fortunately, the following tips from Ajilon Office will help you handle conflict when it comes your way.

Get to the Bottom of Things
First things first, you’ve got to find out why the conflict exists. Is this a professional or personal conflict? Is the person feeling overworked or underappreciated (or both)? Is there something else in the work environment that is impacting their attitude? Have you or another employee done something that has rubbed this person the wrong way?

You probably won’t know unless you ask, so, if the circumstances seem conducive, why not approach the person directly and ask them what’s wrong? Whether you’re a manager or colleague, be sure to do this in private, and, once you get them talking, be prepared to do more listening than speaking.

During the discussion, resist the urge to phrase your comments in a way that might cause anyone involved to feel as though you’re ganging up on them. Instead, use “I” rather than “we,” and rely on company policies to back up any of your statements.

Also, stick to the current situation. Dragging past problems or unresolved issues into the discussion is unfair and will only cause resentment and increased conflict. Focus on the issues and don’t allow yourself to be sidetracked.

Regardless of what is said, do your best to remain calm. When people are upset about issues involving their job, they can become highly emotional. So, no matter how tempting it is to respond in kind, keeping your cool will serve you well in the long run.

What if You’re Part of the Problem?
If something you’ve said or done has contributed to the situation, try not to become defensive. Taking conflict too personally is bound to make the issue worse rather than better. Instead, focus on finding a solution. If you are somehow part of the problem, your input is necessary to resolve the matter.

Keep in mind that whatever the person is feeling – even if you don’t agree with it – is what they are feeling, and you simply cannot argue with a person’s emotions. Instead, try putting yourself in their shoes, actively listen and respond in an empathetic manner. Sometimes, all it takes for a person’s attitude to change is the knowledge that someone took the time to ask what was wrong and listened while they aired their concerns. That won’t always be the case, however, so be prepared to work out a solution that satisfies all involved.

If you’re feeling at all vengeful prior to the meeting, work it out within yourself before you begin the discussion. Otherwise, you run the risk of whomever you’re speaking with sensing your latent animosity. If this happens, it’s likely they’ll doubt your sincerity and the discussion will not be as productive as you would like.

Call in the Cavalry
While it is usually best to deal with conflict in private, there are times when intervention by an outside source is necessary. Often, a conflict that is based on a personality clash can be difficult to resolve without assistance. If that’s the case, be sure to include your manager or a neutral third party to provide objectivity to the discussion.

When conflict starts to become a problem, remember that you’ll be in much better shape if you can recall what happened, when it happened, and who was involved. So, keeping detailed notes on any issues that surface is a good way to ensure you’re prepared to defend yourself or your actions should the need arise.

In addition, writing things down as they occur may help you to deal with the situation by providing a secure place for you to vent your thoughts. Remember, however, to keep these notes someplace private, as it wouldn’t really improve matters if anyone discovered them on your desk.

Be Proactive
The best way to deal with conflict is to ensure it is controlled. So, set the stage by creating an environment where all employees are treated equally and everyone feels that their contribution is valued. Encourage employees to express their professional views in an appropriate manner by doing so yourself. This is important regardless of your role within the group.

Be sure to establish healthy boundaries by providing clear-cut guidelines for each position. This will eliminate much of the territorial conflict that is common in the workplace by letting each employee know exactly what is expected of them.

Another great way to head-off potential conflict is by instituting an open-door policy. When your staff feels comfortable coming to you for guidance, they are more likely to discuss issues before a conflict occurs. Encouraging an open dialogue diminishes the likelihood that problems will fester and cause a situation that is more difficult to resolve.

When an employee does approach you to discuss a problem, keep it confidential. If you don’t, they’re bound to catch on and will be more guarded with you in the future. If that happens, your open-door policy is out the window and they will be more likely to doubt anything you say. Avoid this situation by being up-front with your staff regarding your ability to keep a matter just between the two of you. They’ll respect you more for your honesty.

Also, make an attempt to bond with your staff outside of the office. Taking the time to join your employees for lunch or meeting up with them after work can go a long way towards building mutual trust. Likewise, interaction away from the demands of the office affords coworkers an opportunity to see each other in a new light, without the pressure of deadlines or projects hanging over their heads. This helps them strengthen their rapport so that when conflict does arise it is easier to deal with.

A Little Conflict Goes a Long Way
Above all, remember that your employees are only human, and some level of conflict is unavoidable between people who spend upwards of forty hours together each week. And let’s be honest, a certain amount of controlled conflict can be good for your organization. For instance, workers who approach a situation from a different point of view provide room for discussion and an opportunity to view the task from other angles. Likewise, various work and managerial styles often ensure that everyone’s needs are addressed while allowing workers the ability to complete their job in the manner they are most comfortable.

When properly managed, conflict regarding work-related issues can be productive and help build tolerance and patience among team members. If you treat each person with the same level of respect you expect to receive, empathize with their particular circumstances and encourage others to do the same, you’ll spend less time managing conflict and more time achieving your goals.

Want some more effective, yet simple tips to help you maintain a healthy level of conflict in your office? A great way to do this is by keeping your employees motivated, so check out Ajilon Pinstripe’s FREE Motivate brochure. It’s filled with practical tips you can put to use right away to help manage the conflict in your workplace. Contact your local Ajilon Pinstripe branch for your FREE copy today! Visit our website at www.ajilonpinstripe.com or call 1 866 GO AJILON to locate an office nearest you.

<<Back to Articles