How To Work Through Conflicting Ideas In The Workplace

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No workplace is free from employee conflict. Disagreements and misunderstandings occur from time to time between colleagues. And when it escalates, it can put other people in an uncomfortable situation. But conflict in itself can be a catalyst for change – only if it stays healthy and encourages new ways of thinking.

So how do you resolve conflicts that negatively affect employee performance and engagement as well as lead to a decline in productivity? More often than not, it all boils down to communication, expectations, and perception. Here are some effective ways to help you manage workplace conflict and ensure better discussions in the business rooms.

Deal with Conflict Head-On

Ignoring the conflict is always a bad idea. Conflict is inevitable, so there’s no sense in avoiding it. Instead, deal with the issues fairly and swiftly before it becomes too toxic to handle. Acknowledging that a difficult situation exists, acquainting yourself with what’s happening, and being open to the problem play important roles in the resolution process.

Try to get as much data and information as you can, so you can properly identify the source of the conflict. Ensure that you hear all sides of the story so you can identify the root causes. Let everyone involved express their thoughts and feelings about the issue. Talk to each person individually and then hold a meeting with all parties involved to come to a solution or general understanding.

Keep an Open Mind and Encourage Open Communication

As a mediator, you need to show that you genuinely care about your employees and their needs, while also reminding them that all must do their part for the good of the business. Actively listening to all the persons involved will enable you to better understand the motivations behind the employee conflict.

Set the mood for open communication so both sides can fully express their viewpoints and get to the bottom line. It is important that you listen with impartiality so that all parties involved can honestly and confidently share their ideas without fear of being judged.

Help Employees Collaborate and Design Pragmatic Solutions

Remember that the goal of conflict resolution is not to point out which party is right or wrong but to come up with a solution that benefits everyone. Help employees in conflict to work together and come up with their own set of simple, manageable, and objective solutions. The focus should be on solutions that both sides of the conflict can clearly understand.

Mediators must be advocates for creative ideas and healthy discourse, while also stressing that not all ideas can be implemented. More often than not, conflicts arise due to misunderstanding of business values. This is where it is critical for mediators to clearly communicate business values that will guide decision-making and encourage positive behavior. Emphasize the importance of compromise in the interests of the broader goals of the company or organization they are part of.

Reframe the Situation and Find Areas of Agreement

Let opposing parties know the importance of seeing and understanding issues from different perspectives. Both parties can come to a place of understanding if they are open to shifting their positions in a way that makes resolution possible. Focusing on common areas of agreement, no matter how small, lays a foundation for compromise on bigger disputes.

Make sure that all parties involved really agree on all the actions to be taken. Keep the conversations focused on reaching a mutual agreement on shared goals. Taking the time to agree to a set of shared goals not only enables both parties to accomplish team goals, but also reframe their deeper, more personal goals in a new way.

Do Follow-Up Meetings

Just because one employee conflict has been addressed doesn’t mean that the topic should be dropped. Continue to monitor and check in with those involved to see how they are doing and if additional support and follow-up is needed. Do make it a habit to also check in with teams regularly to prevent any future conflicts from spiraling out of control and to instill in employees the values of working as a team.

Focus on Lessons and Build Positive Employee Relations

Mediators should lead by example and encourage employees to see conflicts as opportunities for change, growth, and improvement. Emphasize the need to agree to work toward the same goal and be open to new solutions. Conversations should revolve around how best to reach the goal rather than parties adamantly defending their own positions.

Help employees understand that conflict is inevitable because each has his or her own unique work styles and preferences. Still, maintaining positive employee relations gives businesses a competitive edge. Leaders and mediators should instill a workplace culture that treats all employees with dignity and respect, encourages transparency, and prioritizes fair management systems.

Build Trust and Raise Awareness on Healthy Conflicts

Make it a habit to thank employees for their feedback and input and make them feel that honest feedback is always welcome. Assure all employees that you are confident in their abilities to resolve issues with simple and pragmatic solutions. Create an environment of cooperation where employees understand that healthy conflicts help them focus on their respect for each other and acceptance of unique world views.

Preserving the integrity of the workplace entails knowing how to effectively manage conflicts and ensure that they remain healthy and productive. Building on common goals is one of the best approaches because it encourages employees to work together and facilitate better discussions in the business rooms.

Managing and overcoming employee conflict is challenging, and leaders and managers must exert effort to know how to appropriately intervene. Workplace harmony and productivity are essential for businesses and their employees to thrive. A lasting conflict that negatively affects work should not be allowed to linger any longer. Leaders and mediators should reinforce the idea that the best type of conflict comes in the form of open conversations, debates, and brainstorming sessions.