Do you have conflicts in the workplace?

Conflicts in the workplace could mean a lack of motivation, wasted time and wasted money!

By WJ van Heerden – HR Consultant

Conflict exists in every organization and to a certain extent indicates a healthy exchange of ideas and creativity. However, counter-productive conflict can result in poor service to clients, employee dissatisfaction, reduced productivity, , absenteeism and or increased employee turnover, increased work-related stress or, worse case scenario, litigation based on claims of harassment or a hostile work environment.

• Do you know what causes conflict in your work environment?
• Do you know what does conflict cost your company?
• Do you know how to minimise conflict in your department?
• Do you know when conflict is destructive to your business?
• When to use an outside facilitator to resolve conflict?
• What are your options when faced with a conflict situation?

There’s no company that doesn’t have conflicts between employees.
Studies have shown that in most companies, without exception, dissatisfaction, tension, frustration, nervous breakdowns and threats of resignation are part of everyday life. Conflicts are a reality and they can be divided, generally into two categories:

1. Conflicts with company processes and procedures. This refers to employees applying certain ideas and working procedures in doing the job itself.
2. Employee conflict. This refers to personality differences between employees.

Every manager should handle conflict as quickly and efficiently. Otherwise such conflict could cause a bad atmosphere in the workplace, may cause a lack of employee motivation or a loss in concentration. It may also lead to poor safety standards and workplace accidents. Or it could lead to wasted time, lack of energy and or a financial loss.

What causes conflict in the workplace?

There are many sources of conflict. The following are the most common causes in the workplace:

• Emotional issues.
• Issues around communication
• Workplace pace – faster, tighter deadlines, more diversity;
• Personality clashes;
• Difference in work methodologies and
• Power play.

Why you should resolve conflicts

• Conflict causes unpleasant stress on employees and managers.
• Conflicts tend to build up if you ignore them.
• Conflicts destroy staff morale.
• Conflicts could lead to a financial loss.

If you decide to address the person involved, remember that successful conflict resolution depends on effective communication. This, in turn, depends on two factors: (1) acknowledging, listening, and productively using the differences in people, and (2) developing a personal approach for dealing effectively with difficult people. Try these suggestions:

• Address the situation immediately, directly and respectfully

• Speak directly to the person and not to someone else about another person’s behaviour
• Separate individuals from the problem. Remind yourself that the problem is the issue or relationship, not the individuals themselves

• Objectively try to understand what is behind the difficult person’s actions rather than reacting right away
• Examine your own contributions to the situation Be clear in all your communication so the situation is not further complicated with misunderstandings
• Discuss the issue using “I” statements (for instance, “I feel uncomfortable when you…”)

• Reinforce any positive changes (even small ones) made by the difficult person

When this type of discussion is conducted successfully, it results in far more than a simple change in how you address the situation or your use of language. Remain open and curious: you have so much to learn from each other. Conflict strategies, however, are one side of the coin; how you handle communication in relation to conflict is the corresponding side.

If you are unable to resolve a difficult conflict situation or do not want to get involved yourself, invite a third party; for example a HR Consultant to assist you in dealing with the matter when you do not have an internal HR department to assist you as a manager.