Workplace conflict are almost impossible to avoid in any business or organization. These conflicts may stem from different personalities, working styles or methods of communication. Hence, the need to manage & work through such conflicts cannot be overemphasized. This article will focus on discussing the best practices in solving at workplace conflict.
1. Understand the Root Cause of Workplace Conflict
This means that the first process that needs to be followed in any case is getting to the bottom of the workplace conflict. This is mostly in terms of goals and objectives of the conflict or personalities involved whereby two or more people have different processes of information interpretation. Therefore, spending time to diagnose the problem can help the implementer come up with the right way to solve the problem.
2. Encourage Open Communication
The management should therefore encourage free and straight forward talking when dealing with conflicts. Ensure subordinate employees can voice their opinions and feelings in relation to their working environment. Again, here, it is important not only to listen but to fully listen to all participants.
3. Relate to the Issue, not the Personality
Ideally, while solving the conflict, one should pay more attention to material of the conflict and not People. This way, the issue does not get out of hands, and every participant can maintain professionalism. Exhort all the parties to focus more on finding a solution to the problem than having a focus on blame.
4. Collaborate on Solutions
As will be seen when looking at an outline of the theory, employees can help in finding better and long-lasting solutions to conflicts. Promote compromise and coordination ant generate solutions that will benefit both parties. Besides, it also encourages the team members to own and be responsible for the results of the project.
5. Implement Mediation if Necessary
Nevertheless, there are situations when conflicts are critical to be solved with the help of a third party. One of the possible solutions is mediation. Involve a professional human resource staff if there is a problem or seek help of an outsider if the situation is getting worse.
6. State appropriate policies
That way, conflicts rising from such relations will be well handled when policies and procedures for dealing with conflicts are well stated. Ensure that all the employees know about the policies in place and the stages of the conflict resolution process.
7. Provide Workplace Conflict Resolution Training
It can be useful to organize fair and frequent training sessions for carrying out employees’ conflicts’ resolution, as it will enable them to develop the proper skills for the activity. These can include sessions on active listening, negotiations, and even emotions among employees in the company.
8. Monitor and Follow Up
The last step following a conflict is to keep checking the conflict and analyze the degree to which the solution reached is successful. Subsequently, move back to the management and the parties on the implementation of the made and agreed decision considering whether there are other emerging matters or not.
Indeed, relations in organizations should be managed prudently amidst these workplace conflict as they significantly determine the productivity of organizations. The application of these strategies will assist in the development of a culture that harmonizes with organizational relations to help foster coordination.
To get more information on Workplace Management and Human Resource Management, please visit FastlaneHR. We can help you to create a better workplace.