SkillRary

Workplace conflict is inevitable when employees of various backgrounds and different work styles are brought together for a shared business purpose. Conflict can—and should—be managed and resolved. With tensions and anxieties at an all-time high due to the current political divide and racial inequity discussions at work, the chances for workplace conflict have increased. This toolkit examines the causes and effects of workplace conflict and the reasons why employers should act to address conflict.

The first steps in handling workplace conflict belong, in most cases, to the employees who are at odds with one another. The employer's role—exercised by managers and HR professionals—is significant, however, and is grounded in the development of a workplace culture designed to prevent conflict among employees to the extent possible. The basis for such a culture is strong employee relations, namely, fairness, trust and mutual respect at all levels. This toolkit offers suggestions to create such an organizational climate and includes methods to deal with employee grievances and conflicts.

Conflict can occur in any organization when employees with different backgrounds and priorities work together. Conflict can be expressed in numerous ways such as insults, noncooperation, bullying and anger. Its causes can range from personality clashes and misunderstood communication to organizational mismanagement. The negative effects of workplace conflict can include work disruptions, decreased productivity, project failure, absenteeism, turnover and termination. Emotional stress can be both a cause and an effect of workplace conflict.

A survey by the Chartered Institute of Personnel and Development found that four in 10 UK employees reported having experienced some form of interpersonal conflict at work in the last year. Most of that conflict is between an employee and his or her line manager. The survey also found that employees are more likely to report that they have experienced conflict with a staff member who is more senior to them.

Conflict resolution is integral in the corporate world as it helps to distinguish a good business from a bad one. So, as a business owner, what steps should you follow to resolve a conflict? Well, below are some ways through which you can manage and resolve conflict in the workplace.

1. Clarify what is the source of conflict

The first step in resolving conflict is clarifying its source. Defining the cause of the conflict will enable you to understand how the issue came to grow in the first place. Additionally, you will be able to get both parties to consent to what the disagreement is. And to do so, you need to discuss the needs which are not being met on both sides of the issues. Also, you need to warranty mutual understanding. Ensure you obtain as much information as possible on each side’s outlook. Continue asking questions until you are confident that all the conflicting parties understand the issue.

2. Find a safe and private place to talk

Many people often wonder and ask, “What is an approach to solving problems peacefully?” To have a constructive conversation, you need to find an environment that is safe for you to talk to. Such a place also enables you to take the necessary risks for honest communication regarding the issues at hand.

So, before trying to resolve any issue, find a safe and private place to talk. Do not choose the office of either party or a location near them. And while at this place, ensure that each party gets enough time to air out their views regarding the matter.

3. Listen actively and let everyone have their say

After getting both parties to meet in a secure and private place, let each of them have the opportunity to air out their views and perceptions regarding the issue at hand. Maybe your colleagues still study in college and can’t manage their work time. You can advise them to visit CustomEssayOrder and solve their issues in college. Give each party equal time to express their thoughts and concerns without favouring the other. Embrace a positive and assertive approach while in the meeting. If necessary, set ground rules. Taking this approach will encourage both these parties to articulate their thoughts in an open and honest manner as well as comprehend the causes of the conflict and identify solutions.

4. Investigate the situation

After listening to the concerns of both parties, take time, and investigate the case. Do not prejudge or come up with a final verdict on the basis of what you have. Dig deeper and find out more about the happenings, involved parties, the issues, and how people are feeling. Have an individual and confident conversation with those involved and listen in a keen manner to ensure you comprehend their viewpoints. You can do so by summarizing their statements and replicating them back to them. Also, try finding any underlying conflict sources which may not be evident or noticeable at fast.

5. Determine ways to meet the common goal

When managing conflict processes, you need to have a common objective, which is resolving the issue and ensuring it does not resurface. And to solve any problem, you need to be aware of the different stages of conflict. This will enable you to look for the ideal ways to meet the common goal. After clarifying the source of conflict, talking to both parties, and investigating the situation, you need to sit down with both parties and discuss the common ways you can execute to meet the common goal, which is managing and resolving the matter at hand. Listen, communicate and brainstorm together until you exhaust all options. According to the team lead of Edu Jungles writing company — Kevin Smith, find the source of conflict is the main step to solve any problem.

6. Agree on the best solution and determine the responsibilities each party has in the resolution

Managing and resolving conflict leaps model of communication. Employees will find it easy to interact with another as they understand that they have one goal, which is meeting the company’s objectives. So, after investigating the situation and determine ways through which you can resolve the issue, both parties need to develop a conclusion on the best solution for the problem. And to agree on the best, you need to identify the solutions which each party can live with. Find common ground. Later, determine the responsibilities each party has in resolving the conflict. Also, it is crucial to use this chance to identify the root cause and ensure this issue will not come about again.

7. Evaluate how things are going and decide preventative strategies for the future

Never presume that the issue is resolute. Effective communication ought to dominate in the business. So, ask yourself, “What is the second step of effective communication?” Knowing this will help you ensure that the employees are working together to meet the organizational goals. So, continue keeping an eye on the issue and assess if the solution is effective.  If the issue resurfaces, take necessary action.

Also, decide on preventative strategies for the future. Many people often ask, “What is the basic conflict in everyday use?” Some people may not agree on everything, and this may be an issue. So, look for lessons you can learn from the conflict and how you handle it. This will help you know what you can do when the issue resurfaces as well as enable you to develop and nurture your conflict management skills by training.

In conclusion, conflict is part of our day-to-day lives. You can disagree with your family, friends, or coworkers. But, there are various conflict resolution steps you can embrace to ensure this issue is not manageable. Managing and resolving conflict at work is integral in meeting organizational goals. So, if you have any problems or there are disagreements between your employers, look for ideal ways you can manage this situation.