A workplace expert’s report indicates that nearly half a million people resign annually due to workplace conflict. This conflict can cause stress and anxiety among staff, which can negatively impact productivity.
It’s tough for anyone to deal with a dispute, but it’s especially challenging for young professionals just starting their careers. Disagreement can arise for various reasons between coworkers or between an employee and their manager. While conflicts are almost unavoidable, you should handle them professionally, demonstrating maturity and character strength.
This blog post will discuss five ways to resolve employee conflict at work.
Determine the Severity of the Situation
Understanding the nature and root cause of conflict is crucial when resolving workplace disputes, whether due to miscommunication, mismatched personalities, or competition among employees. Or is it something more severe, such as harassment or discrimination? If the issue is related to the Equal Employment Opportunity Commission (EEOC), your company should have policies to address or prioritize it immediately.
Workplace conflict can arise for various reasons, and honestly, conflict is unavoidable. So, addressing the root cause and determining its severity is vital for effective problem resolution and preventing it from becoming a persistent issue.
Gather Initial Information.
You should take your time to investigate the case. Don’t make assumptions or reach a decision. You have all the information. Dig deeper and learn more about the incidents, involved parties, problems, and emotions of affected people.
Furthermore, engage in private, confidential discussions with those involved and actively listen to their perspectives to gain a comprehensive understanding. You can achieve this by summarizing their announcements and repeating them back to them.
Consult Employee Handbook
The employee handbook can provide valuable insights into the most effective solution to a problem. Sticking to the standard ground guidelines that every worker is expected to follow at all times can be useful in maintaining objectivity.
Some examples of rules you should include in your employee handbook if they aren’t already are guidelines for proper behaviour and dispute resolution. The conflict arising from a protected class is classified as harassment or discrimination, as stated in step one.
Your handbook should include policies against harassment and discrimination and instructions on how to file a complaint. An employer attorney can ensure that your handbook is current and comprehensive, covering all legal aspects.
Learn to Listen to Coworkers.
Active listening is a method of actively listening to what coworkers are saying. It involves listening with intention and interpreting nonverbal clues, including, but not limited to, body language.
You can react sympathetically if you learn to listen to people more closely. Colleagues are also likely to notice that you’re more interested, which might alter their way of listening to you. In such a working environment, the probability of conflict arising is higher, either not arising or being settled calmly.
Deal with Conflicts Promptly
When dealing with a colleague, it’s common to avoid the conflict, believing it may resolve itself. However, in many circumstances, disputes may start as minor issues, and if left unaddressed, they can worsen quickly. Instead, discussing minor problems with colleagues before they become severe can be much simpler.
For example, if you notice a coworker using a condescending tone when talking to you, you should let that person identify your feelings. This can be far better than putting up with this person’s tone of voice for months before raising your concerns.
By doing this, the problem will persist for a longer period, leading to the accumulation of resentment toward the person involved. Addressing situations as they arise may lead to quick and easy resolution.
In situations where emotions may hinder resolution, it’s beneficial to take a day or two to calm down before reacting.
