Employee conflict can have a damaging effect on morale and productivity in the workplace. If a conflict extends over a period of time, people can take sides, and you can end up with a divided workplace. Conflict resolution is an important part of leadership and management. You should keep a close eye on staff relationships within your workforce at all times. Don't avoid conflicts and issues or sweep them under the carpet. Reach out to your staff on a regular basis, and talk to them to gauge their feelings.
Step 1
Adopt a proactive attitude toward conflict resolution. If you notice a potential dispute, don't sweep it under the carpet or hope it will sort itself out. On the other hand, you don't have to be heavy-handed. Start by talking to the employees you suspect are in a conflict, then decide if you need to take further action.
Step 2
Define roles and expectations for all employees clearly. A common cause of employee conflict is when one person believes she is doing more than another, or that her colleague is not pulling his weight. Delegate tasks, and ensure all employees are working to help the group succeed.
Step 3
Listen to both sides of an employee conflict. Speak to both employees individually, and listen to each side of the story. Try not to interject your opinion, but get as much knowledge as you can about the situation. After speaking to both sides, decide where you think the problem lies before taking action.
Step 4
Maintain a neutral stance at all times. If you seem to be taking sides, you could fuel the conflict further.
Step 5
Take decisive action to end or at least manage the level of employee conflict. It is unlikely that both sides will agree with your decision, but good management requires strong decision-making and decisive action. Communicate your decision and whatever action is required clearly to both parties.
Member Comments