Managing Workplace Conflict

Workplaces are naturally stressful environments and the probability that personal conflicts with other  co-workers (or your manager) at one time or another is almost guaranteed.  When workplace conflict happens (and it will),  losing your composure by  “blowing your top” is not an effective management technique, however,  neither is  avoiding the problem and hoping it will go away.  Handling conflict does not have to be confrontational but it does need to be handled “sooner than later” so that the conflict does not build and intensify, further impairing the work environment.

Make your workplace an environment where you really want to be.  Here are a few tips that work with staff, peers, or management.  You may also find them effective with family members and friends.

Show you are interested in resolving the problem:

Communicate your willingness in person or via phone and avoid impersonal methods such as voicemail and emails.  In addition, pick the right time and the right place so you can listen carefully, privately and calmly to what is being said.

Think about the situation:

Sometimes solving workplace conflicts requires finding common ground, not waiting until the other person breaks down and sees it your way.  Step back and objectively view the situation. Try to understand how the other person arrived at his or her point of view.  If company policies have been violated, managers should be fair and consistent in any corrective action.

Realize your role in the conflict:

Consider what you might have done or said that contributed to the situation.  If you were in the other person’s shoes, how might you have reacted?  If faced with a similar situation in the future, how will you handle it differently?  Apologize when necessary.

Respect other opinions:

Workplaces are a melting pot of diverse backgrounds, individuals and beliefs.  We form our opinions  based on life experiences, education, gender, ethnic and cultural differences and our general personality traits.  Try to view conflict as an opportunity that can lead to growth, innovation and a greater appreciation for diverse perspectives.

Watch your language:

The words you choose are as important as the behaviors you display.  Be cognizant of what you say and how you say it.  For instance, try not to use words that assign blame.   Rather, choose words that emphasize “we” and that  focus on finding a solution and moving forward.  If an employee disciplinary action is required, use specific and objective examples and specifically define future expectations to improve your  chances of a  positive change in behavior.

Know when to ask for help:

If the conflict continues to escalate in the workplace , most companies require that  a manager or the human resources manager become involved.  Negative, unmanaged conflict is bad for morale, productivity and general business and these trained individuals will have the tools to best resolve it effectively.

Facing confrontational situations is never easy.  However, using a few “tried and true” conflict resolution techniques can lessen some of the stress you feel as an individual, produce positive and effective outcomes and achieve a more productive and enjoyable workplace for everyone.