How to Manage Workplace Conflicts
9 July 2015
Read by 4496 persons
Trouble between a manager and their team, clashes between company employees, deadlock, stress… Conflict is normal and inherent in any human relationship. The important thing is not to try to avoid it, but to know how to predict and defuse it before it escalates and causes pain and emotional suffering. Often, conflicts are internalized by team members until the last straw breaks the camel's back. There are several types of conflict with multiple causes and different associated risks (professional disagreements, power struggles, cultural conflicts, personality differences, etc.).
The goal is to know them well in order to better manage them. Anticipating conflicts It's not about preventing conflicts from happening, but trying to predict them in order to minimize their consequences. To do this, certain management errors, which are often sources of conflict, can be avoided, such as: - Showing favoritism among team members; - Not giving enough importance to a problem encountered by one of the team members; - Rejecting ideas proposed by your team without concrete and relevant arguments; - Not trying to understand why some people on the team are demotivated by their work. Managers, by avoiding this type of behavior, you will prevent the risks of jealousy and disagreements among your employees and thus promote work in a climate of trust and serenity. Knowing how to communicate Many conflicts between people are often underlying.
If this crisis persists, it deteriorates working relationships, sometimes leading to total and manifest breakdown. Yet, a frank and honest explanation is enough to "break the ice" and de-dramatize a situation often filled with mutual misinterpretations. Talking openly about it allows you to clarify the causes of the conflict in order to bring it to a positive outcome. The logical next step is to find solutions that are acceptable to everyone; the people involved and yourself, the manager… However, the decisions made must be compatible with the company's objectives.
Developing your mediation skills The interdependence of stakeholders should encourage them to seek a "win-win" rather than a "lose-lose" outcome. Mediation is then the means of finding solutions that benefit both parties and thus lead them to a mutual agreement. By developing your mediation skills, you can unlock a situation that is detrimental to the company and thus avoid resorting to legal action.
By organizing a meeting between the protagonists, you will facilitate communication and frame the discussion until the final resolution of the problem. In conclusion, here are five "Strength" attitudes to adopt to allow you to effectively manage conflicts: Consultation and teamwork Respect for others and their feelings Perpetual self-questioning and empathy Effective communication: active listening and openness Determination to pursue common goals and succeed.
Philippe Montant Chief Executive Officer of ExeKutive.biz
The goal is to know them well in order to better manage them. Anticipating conflicts It's not about preventing conflicts from happening, but trying to predict them in order to minimize their consequences. To do this, certain management errors, which are often sources of conflict, can be avoided, such as: - Showing favoritism among team members; - Not giving enough importance to a problem encountered by one of the team members; - Rejecting ideas proposed by your team without concrete and relevant arguments; - Not trying to understand why some people on the team are demotivated by their work. Managers, by avoiding this type of behavior, you will prevent the risks of jealousy and disagreements among your employees and thus promote work in a climate of trust and serenity. Knowing how to communicate Many conflicts between people are often underlying.
If this crisis persists, it deteriorates working relationships, sometimes leading to total and manifest breakdown. Yet, a frank and honest explanation is enough to "break the ice" and de-dramatize a situation often filled with mutual misinterpretations. Talking openly about it allows you to clarify the causes of the conflict in order to bring it to a positive outcome. The logical next step is to find solutions that are acceptable to everyone; the people involved and yourself, the manager… However, the decisions made must be compatible with the company's objectives.
Developing your mediation skills The interdependence of stakeholders should encourage them to seek a "win-win" rather than a "lose-lose" outcome. Mediation is then the means of finding solutions that benefit both parties and thus lead them to a mutual agreement. By developing your mediation skills, you can unlock a situation that is detrimental to the company and thus avoid resorting to legal action.
By organizing a meeting between the protagonists, you will facilitate communication and frame the discussion until the final resolution of the problem. In conclusion, here are five "Strength" attitudes to adopt to allow you to effectively manage conflicts: Consultation and teamwork Respect for others and their feelings Perpetual self-questioning and empathy Effective communication: active listening and openness Determination to pursue common goals and succeed.
Philippe Montant Chief Executive Officer of ExeKutive.biz
