Conflict is part of human condition. We cannot avoid from dealing with conflicting situations. At our workplace, conflict can also be defined as differences in terms of ideas, opinions, views or solutions. Positive conflict can stimulate and increase productivity whilst negative conflict can destroy and lower employees’ morale. Hence, managing workplace conflict effectively is vital to ensure high spirit and commitment levels of employees achieved.
Managers play an important role in dealing with workplace conflict. Therefore, managers must equip themselves with relevant skills in dealing with it effectively and professionally. There is no doubt that by virtue of being a manager, you have the “hierarchy” power; unfortunately you might not have the “influential” power. You must ensure that employees follow your instructions because they “want to” not because they “have to”.
You just cannot avoid from dealing with workplace conflict. It will happen, no matter how hard you try to avoid it. If you think that by ignoring workplace conflict, it will naturally go away, then you are absolutely wrong. Problems will not go away if you choose to ignore them; in fact they only get worse over time, creating unfriendly work environments and unproductive employees. In the worst-case scenarios, unresolved workplace conflict ends up being resolved by another party, usually a judge.
Managers are responsible for creating a work environment that enables people to thrive. If disagreements and differences of opinion escalate into interpersonal conflict, you must intervene immediately. In conflict-ridden situations, your mediation skill and interventions are critical. There are 2 actions that you must avoid in conflict resolution.
• Mistake #1 - Do not avoid the conflict, hoping it will go away.
Trust me. It won’t. Even if the conflict appears to have been superficially put to rest, it will rear its ugly head whenever stress increases or a new disagreement occurs. An unresolved conflict or interpersonal disagreement festers just under the surface in your work environment. It burbles to the surface whenever enabled and always at the worst possible moment.
• Mistake #2 - Do not meet separately with people in conflict.
If you allow each individual to tell their story to you, you risk polarizing their positions. The person in conflict has a vested interest in making himself or herself “right” if you place yourself in the position of judge and jury. The sole goal of the employee, in this situation, is to convince you of the merits of their case.
Always identifies the root cause of the problem. Beware of the symptoms. Make sure everyone involved knows exactly what the issue is and why they are arguing. Talk it out until everyone agrees that there is a problem and understands what the key issues are. Avoid superficial discussions. Allow every person involved to clarify his or her perspectives and opinions about the problem. Make sure everyone has an opportunity to express an opinion.
FGJ
20 August, 2010
Managers play an important role in dealing with workplace conflict. Therefore, managers must equip themselves with relevant skills in dealing with it effectively and professionally. There is no doubt that by virtue of being a manager, you have the “hierarchy” power; unfortunately you might not have the “influential” power. You must ensure that employees follow your instructions because they “want to” not because they “have to”.
You just cannot avoid from dealing with workplace conflict. It will happen, no matter how hard you try to avoid it. If you think that by ignoring workplace conflict, it will naturally go away, then you are absolutely wrong. Problems will not go away if you choose to ignore them; in fact they only get worse over time, creating unfriendly work environments and unproductive employees. In the worst-case scenarios, unresolved workplace conflict ends up being resolved by another party, usually a judge.
Managers are responsible for creating a work environment that enables people to thrive. If disagreements and differences of opinion escalate into interpersonal conflict, you must intervene immediately. In conflict-ridden situations, your mediation skill and interventions are critical. There are 2 actions that you must avoid in conflict resolution.
• Mistake #1 - Do not avoid the conflict, hoping it will go away.
Trust me. It won’t. Even if the conflict appears to have been superficially put to rest, it will rear its ugly head whenever stress increases or a new disagreement occurs. An unresolved conflict or interpersonal disagreement festers just under the surface in your work environment. It burbles to the surface whenever enabled and always at the worst possible moment.
• Mistake #2 - Do not meet separately with people in conflict.
If you allow each individual to tell their story to you, you risk polarizing their positions. The person in conflict has a vested interest in making himself or herself “right” if you place yourself in the position of judge and jury. The sole goal of the employee, in this situation, is to convince you of the merits of their case.
Always identifies the root cause of the problem. Beware of the symptoms. Make sure everyone involved knows exactly what the issue is and why they are arguing. Talk it out until everyone agrees that there is a problem and understands what the key issues are. Avoid superficial discussions. Allow every person involved to clarify his or her perspectives and opinions about the problem. Make sure everyone has an opportunity to express an opinion.
FGJ
20 August, 2010
I'd say manager should not actually avoid the conflict, but manage it. Situation still may require escalating the conflict instead of reconciliation, right?
ReplyDeleteYou are absolutely right. Power is in the hand of a manager to control the balance. Reconciliation might not last long enough.
ReplyDelete