Leadership Techniques: When Frustrations Rise

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Conflict is a normal part of life. The cost of unchecked workplace conflict is high tension, increased absenteeism, and low concentration, ultimately impacting productivity. Unchecked conflict can also result in loss of top talent. Unhealthy workplace conflicts come in the form of disrespectful conversations, bullying and worse – workplace violence. We all deal with frustration differently. Some chose to deal with it on a healthy level while others do not.

If you find that increasing frustrations in the workplace are negatively impacting a healthy work environment, here are five leadership techniques in how to work through it.

1) Don’t ignore it –But disrespectful behaviors can get worse if it goes unchecked. It is important for individuals to understand expected and constructive ways to address their frustrations in the workplace.

2) Ventilation – Let people discuss their frustrations privately with you. Shutting people down is what causes the steam to build. Like a pressure, cooker steam needs to get out somehow. Implementing grievance or fair treatment programs are also good facilitation tools that allow people to safely air their issues and get them resolved. Or developing a simple issues checklist to follow up on will convey to participants that they have been heard.

3) Communicate – Communicate, communicate, communicate. Individuals reading about their potential lay off in the newspaper will certainly add fuel to the conflict fire. While delivering bad news is never fun, the ultimate goal is that people feel respected. Repeat what you heard and ask questions to clarify the issues. Make sure you understand what the issue is and is not before taking actions.

4) Stay visible – The more visible the supervisor is the more apt people are to behave professionally and bring up issues quicker.

5) Get help – Finally, if you sense that an individual is near the brink of collapse, instability, refuse to correct the behavior or worse – get help. If you are not sure how to handle a situation you are not alone. Notify human resources or higher level leadership of any concerns. Employee Assistance Programs, legal counsel, and/or other resources may be utilized to assess and defuse potential harmful issues.

Overall, the employer has an obligation to providing a safe work environment. While temperatures may soar on the outside, they can remain steady in the workplace during these uncertain economic times.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.