A conflict at work can significantly alter the atmosphere at work and the friendly understanding between colleagues.
According to the Belgian service IDEWE, conflicts at work account for more than 42.6% of the most reported psychosocial risks at work.
In the long term, if left unresolved, it can pose a lasting threat to employee productivity and overall work efficiency. It is therefore important to maintain a working environment that is as optimal as possible. That's why it's interesting to know how to defuse conflicts within a team.
This week, Meet My Job gives you practical tips on how to deal with conflict at work!
1. Know that conflict is inevitable...
You must think that conflicts only happen in companies where team cohesion and the general atmosphere is less. In reality, you have to admit that conflict is inevitable within a company, regardless of whether the nature of the conflict at work is significant or not.
So be prepared for conflicts to occur so that you can respond to them in the best possible way when the day comes!
2. Keep your cool.
First of all, it may seem like a no-brainer, but as a manager, when a conflict arises, you absolutely have to keep your cool. It is necessary to keep a cool head in order to approach the problem calmly and not lose control of the conflict. Being aggressive towards one of the parties to the conflict will only make the situation worse .
3. React very quickly!
Then, you need to react very quickly to prevent the conflict from escalating. If you delay in reacting or decide not to intervene, there is a risk that the conflict will continue. This will take hold over time, gradually increase in intensity and permanently alter the working environment. In addition, the conflict could spread to other members of your team and increase the risk of cross-conflicts. The challenge is therefore to intervene quickly to maintain control and preserve the integrity of the team.
If you don't react, the professional conflict could take a personal turn and be beyond your competence.
4. Identify the nature of the conflict.
One of the first steps in resolving conflict in the workplace is to identify its nature. You need to have the reflex to ask yourself how the conflict happened, when exactly and what are the causes. The reasons for a conflict can be multiple : disagreement in the organization of work, difference of opinion on a subject, personal conflicts, etc.
Determining the source of the conflict is important. This will allow you to think about the tone and language to use to solve the problem in advance. If you don't know the nature of the conflict between your employees, you won't be able to put in place an effective and consistent resolution.
5. Listen to the conflicting parties.
Next, you need to listen to the conflicting parties and hear their point of view. You need to be neutral and open-minded so you don't risk robbing one of the parties.
You need to be a mediator who listens to your employees' problems. Being in systematic contradiction with the protagonists of the conflict will not help anything.
So take the time to listen to each side and don't hesitate to give your opinion on the situation. This time of exchange will be useful for you to find the necessary solutions. In addition, it will be seen as a positive sign from your employees: they will see that you are listening and genuinely want to help them.
6. Find a compromise and a resolution.
Finally, after a frank discussion with the conflicting parties, you will normally be able to propose a compromise and bring about a positive outcome. It is important that you find a compromise that works for all parties to the conflict. If one of the employees concerned feels aggrieved, this will only fuel frustration and the emergence of future conflicts.
If you haven't already done so, and to prepare for a new conflict, prepare a standard strategy to adopt systematically in the event of a conflict. This will allow you to react much faster and have all the necessary tools right away.
7. Bring in an outside mediator.
If you have not been able to resolve the conflict despite your efforts, seek the help of an outside mediator. He will be better able to manage the situation and reach a productive resolution.
Even if this cry for help sounds like an admission of failure for you, there is no point in being stubborn. It's better to get help from an expert than to let relationships deteriorate further.
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