Managing Workplace Conflict
25 July 2012
Read by 1364 persons
Stress, misunderstandings, disagreements, differing viewpoints, rivalries... There are many factors that create tension in a company. But before the situation becomes completely unmanageable, it is important to try to defuse the crisis. Advice...
Stress, misunderstandings, disagreements, differing viewpoints, rivalries... There are many factors that create tension in a company. But before the situation becomes completely unmanageable, it is important to try to defuse the crisis. Advice...
Life isn't always easy. Neither is office life. There are many sources of tension within a team. Disorganization, poor task allocation, power struggles... The atmosphere can quickly become electric...
Different Types of Conflict
Finding an adequate solution to the conflict requires finding the cause. A good analysis of the situation will therefore allow for better crisis management.
Generational Conflicts
This type of conflict is increasingly frequent in companies. Junior employees clash with senior employees: outdated work methods for some, too avant-garde for others, misunderstanding, questioned skills, refusal to adapt... These conflicts are certainly among the easiest to resolve if everyone shows goodwill: restore dialogue, train older employees in new techniques, benefit from the experience and advice of their elders, but also show patience, tolerance and open-mindedness. It is necessary to express one's needs, but also to recognize one's shortcomings, on both sides.
Personality Conflicts
It's obvious that you can't get along with everyone. Ideologies, personalities, socio-cultural values are all factors that can create tension. But while differing viewpoints are normal, they shouldn't turn into systematic confrontation. Adopting an avoidance strategy, while remaining courteous, can be the solution for people who don't have to work together. Otherwise, it's preferable to carefully avoid sensitive discussions. But when this incompatibility is such that it prevents any form of communication, other more radical solutions will have to be considered: a transfer, or a change of department, for example.
Conflicts of Interest
Whether it concerns the awarding of a bonus, a salary increase, or a promotion, there are power struggles within companies. This operating mode is sometimes used by some companies to create emulation among employees: a climate of conflict cleverly maintained within teams would allow better results to be achieved. But when this rivalry reaches a level such that the functioning of the company is affected, it may be necessary to clearly redefine everyone's territory, and in this case, to call on the human resources department.
Underlying Conflicts
It can happen, within a team, that only one person finds themselves in a situation of opposition, with their hierarchy, for example, or with their colleagues. This conflict situation can quickly become a handicap for the team, but there are cases where it is beneficial. The person acts as a revealer of a deeper crisis that no one dares to express. In this situation, the solution lies in communication, which can be perilous if the main interlocutor is also a party to the conflict. But it often concerns the survival of the team, or even the company. It is therefore essential to quickly find the source of the problem and remedy it.
Communication, the Cornerstone of the Company
It seems obvious, but the best way out of a crisis situation is still to communicate. Of course, dialogue must be possible.
Managing Emotions
Human nature is such that when an individual feels attacked, their first reaction is to defend themselves. Provocation, insults, verbal or physical violence... The temptation is great to retaliate in the same way. However, an escalation of violence will only worsen an already heated situation. Furthermore, to get out of the impasse, it is necessary to stick to the facts, without entering into emotional considerations. Emotional overbidding leads nowhere, so it is important to control your emotions.
Asserting Yourself Tactfully
The aim here is to find a common ground that satisfies each party in conflict. It's not about giving up your opinions, but admitting that you can have a different point of view. Adopting a constructive attitude with your interlocutor allows each person to express themselves clearly and respectfully.
Mediation, as a Last Resort
When all solutions have been considered, or when the conflict has reached too great proportions, making any negotiation impossible, resorting to a third party can be the key to unlocking the situation. Neutral and impartial, the mediator, who has no interest to defend, will be better able to take a fresh and objective look at the crisis. This third party can be chosen within the company, a staff delegate for example, but more and more companies are calling on companies specialized in managing conflicts between employees. This solution has the advantage of placing the parties involved in the situation in an independent environment: an effective awareness that will lead them to ask the right questions, to develop their sense of responsibility, and finally to find a solution to their problem themselves.
Aufeminin.com
Posted online July 25, 2012.
Stress, misunderstandings, disagreements, differing viewpoints, rivalries... There are many factors that create tension in a company. But before the situation becomes completely unmanageable, it is important to try to defuse the crisis. Advice...
Life isn't always easy. Neither is office life. There are many sources of tension within a team. Disorganization, poor task allocation, power struggles... The atmosphere can quickly become electric...
Different Types of Conflict
Finding an adequate solution to the conflict requires finding the cause. A good analysis of the situation will therefore allow for better crisis management.
Generational Conflicts
This type of conflict is increasingly frequent in companies. Junior employees clash with senior employees: outdated work methods for some, too avant-garde for others, misunderstanding, questioned skills, refusal to adapt... These conflicts are certainly among the easiest to resolve if everyone shows goodwill: restore dialogue, train older employees in new techniques, benefit from the experience and advice of their elders, but also show patience, tolerance and open-mindedness. It is necessary to express one's needs, but also to recognize one's shortcomings, on both sides.
Personality Conflicts
It's obvious that you can't get along with everyone. Ideologies, personalities, socio-cultural values are all factors that can create tension. But while differing viewpoints are normal, they shouldn't turn into systematic confrontation. Adopting an avoidance strategy, while remaining courteous, can be the solution for people who don't have to work together. Otherwise, it's preferable to carefully avoid sensitive discussions. But when this incompatibility is such that it prevents any form of communication, other more radical solutions will have to be considered: a transfer, or a change of department, for example.
Conflicts of Interest
Whether it concerns the awarding of a bonus, a salary increase, or a promotion, there are power struggles within companies. This operating mode is sometimes used by some companies to create emulation among employees: a climate of conflict cleverly maintained within teams would allow better results to be achieved. But when this rivalry reaches a level such that the functioning of the company is affected, it may be necessary to clearly redefine everyone's territory, and in this case, to call on the human resources department.
Underlying Conflicts
It can happen, within a team, that only one person finds themselves in a situation of opposition, with their hierarchy, for example, or with their colleagues. This conflict situation can quickly become a handicap for the team, but there are cases where it is beneficial. The person acts as a revealer of a deeper crisis that no one dares to express. In this situation, the solution lies in communication, which can be perilous if the main interlocutor is also a party to the conflict. But it often concerns the survival of the team, or even the company. It is therefore essential to quickly find the source of the problem and remedy it.
Communication, the Cornerstone of the Company
It seems obvious, but the best way out of a crisis situation is still to communicate. Of course, dialogue must be possible.
Managing Emotions
Human nature is such that when an individual feels attacked, their first reaction is to defend themselves. Provocation, insults, verbal or physical violence... The temptation is great to retaliate in the same way. However, an escalation of violence will only worsen an already heated situation. Furthermore, to get out of the impasse, it is necessary to stick to the facts, without entering into emotional considerations. Emotional overbidding leads nowhere, so it is important to control your emotions.
Asserting Yourself Tactfully
The aim here is to find a common ground that satisfies each party in conflict. It's not about giving up your opinions, but admitting that you can have a different point of view. Adopting a constructive attitude with your interlocutor allows each person to express themselves clearly and respectfully.
Mediation, as a Last Resort
When all solutions have been considered, or when the conflict has reached too great proportions, making any negotiation impossible, resorting to a third party can be the key to unlocking the situation. Neutral and impartial, the mediator, who has no interest to defend, will be better able to take a fresh and objective look at the crisis. This third party can be chosen within the company, a staff delegate for example, but more and more companies are calling on companies specialized in managing conflicts between employees. This solution has the advantage of placing the parties involved in the situation in an independent environment: an effective awareness that will lead them to ask the right questions, to develop their sense of responsibility, and finally to find a solution to their problem themselves.
Aufeminin.com
Posted online July 25, 2012.
