Conflict in the workplace affects everyone and can really interfere with overall productivity. These problems cannot just be ignored, especially when the entire office feels the tension. Implementing a process to effectively and cordially handle and prevent future conflicts is critical. Continue reading as we break down a few key factors that are necessary in creating a workplace conflict resolution plan.
Managing tough employees
Particularly difficult employees can really hinder the overall workplace productivity if they’re left untamed. While managing these employees may seem like an impossible task, it doesn’t have to be. Just remember that behavior can always change and that they are more than their actions.
By identifying the toxic behaviors exhibited by these employees, you can react accordingly and communicate more efficiently about the specific behaviors that need to be addressed. When addressing these behaviors, make it a point to listen to your employees and avoid letting your frustrations show. Otherwise, why would they listen to a hypocrite?
If your employees are unsure about their place and responsibilities, it can be very easy for them to overstep their boundaries or pass off their accountability. To avoid this, make sure to review everyone’s job descriptions regularly, especially when company priorities change. To make sure that everyone understands their role, you can:
- Add conflict resolution to performance reviews and job descriptions. This will serve as a reminder to your employees of their expectations, and will emphasize the importance of this task.
- Question your employees about their role clarity and ask for their opinion on the current conflict management process.
Studies have shown that employees are happier and more productive when they have meaningful relationships at work. By organizing company outings and events, you can aid in forming these relationships, and getting everyone together to have a good time will improve the overall workplace mood. Other ways that you can encourage positive interactions include:
- Actively listening regardless of your opinion on the matter. If you genuinely hear out the perspectives of each person, you’ll create a foundation of trust and respect.
- Encourage your employees to dedicate a section of each day to building relationships. However small these brief hallway conversations and coffee breaks may seem, they actually have a major positive impact on office relationships.
Teaching employees to manage conflict without your help
Encourage your employees to work out their differences on their own and provide them with the resources to do so cordially. There’s usually no need for you, the employer, to be dragged into it, and it only eats away at valuable work time. Offering conflict resolution training and making sure that your managers are exhibiting the correct way to handle conflict will help your employees understand the collective process. Make it known to everyone that conflict management is everyone’s responsibility.
With the way that the modern workplace is evolving, conflicting personalities are inevitable. While diverse viewpoints can be very beneficial for the work environment, they can also result in conflict. By outsourcing your HR to a Professional Employer Organization (PEO), you can increase your productivity and create a workplace environment where your employees are getting along again. Contact Delta Administrative Services today to learn how a PEO can shoulder the burden of employee conflict resolution for you.