What is conflict management?
Conflict management or conflict resolution is the practice of solving disagreements in a fair and effective manner. Proper conflict resolution by a manager prevents the escalation of a disagreement and ensures that the parties involved feel understood and satisfied. The differing parties may even agree to put their conflicts aside and collaborate on the task at hand. Therefore, effective conflict management can lead to better working relationships, better understanding and better ideas pushing your company forward.
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Examples of common conflicts at the workplace
Passive-aggressive behaviour, closed-mindedness and misunderstandings are some of the leading causes of conflict at the workplace . Consider, for instance, the following three types and examples of conflict:
Interdependence/task-based conflicts
These types of disagreements arise when employees have to complete an interdependent project and need to coordinate their efforts for everyone to finish their part on time. For example, an accountant may face problems in their routine if even one employee is consistently late to submit their data. Since the accountant needs all of the data to complete their work, the delays affect their ability to finish their work on time.
The solution for interdependence conflicts is to practise effective delegation of tasks. Ensure that each of your team members understands their role and the need to be responsible. Map out project deadlines so every employee knows when they need to have finished their part. Finally, be sure to hold them accountable.
Leadership conflicts
Each person has their own leadership style and everyone reacts differently to the various methods of leadership. While some leaders are laid back, calm and inviting, others are bold and charismatic. Some may be more authoritative, while others are strict on rules and guidelines. Conflict can arise when different leadership styles clash. For example, a supervisor exercising micro-management could frustrate an employee who prefers their independence.
To solve leadership conflicts, emphasise the need for all employees to respect each other’s differences. Encourage your leaders as well to be wary of their management styles and how they interact with the work practises and personalities of their team members. They have to adjust and connect with their subordinates, regardless of the leadership differences that may exist between them.
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Workstyle conflicts
People have varied work styles, just as they have different leadership styles. While some individuals prefer to handle their work undisturbed and alone, others prefer and are highly productive when working in groups. While some individuals know how to push themselves and can complete a task easily without external input, others require to be guided in nearly every step. While some individuals love to get their work done as early as possible, some others are more productive when working under pressure.
For work style conflicts, you also need to insist on mutual respect and understanding amongst all your employees. Groups are essential for accomplishing a wide range of projects and employees need to collaborate to get ideas with inclusive input.
Techniques for solving workplace conflicts effectively
The following are some tips you can use to resolve conflicts:
- Take action immediately. It’s important to resolve a disagreement as soon as possible before it causes severe tension or spreads to other employees. Simple discussions can help with miscommunications.
- Remain positive. You can call the conflict resolution meeting a “brainstorming” or “chat session” to make employees approach it positively.
- Avoid focusing on the individual. This involves encouraging employees to concentrate on problem-solving, rather than making personal accusations.
