Ideally, you can train employees to talk to each other and handle disagreements. But when this doesn't happen, you need to step in as a mediator.
Here are some things to avoid to increase processing efficiency and even help minimize future conflicts.
“Effective team conflict resolution helps members understand each other, create smooth working relationships, and work better together.”
Delay processing
Time is paramount when it comes to resolving team conflict. If every employee knows the conflict needs to be handled but you still delay taking action, you are losing the respect of the people you supervise. As an effective manager, you need to act and face problems before it's too late. If you delay too long, your leadership credibility will be at risk.
Not listening carefully
This is the trap that managers easily fall into when dealing with team conflict. Like procrastination, not listening to the full story from both sides won't work either.
85% of what we learn through listening. By becoming an active listener, you will understand every nook and cranny of the issue so that you can peacefully resolve the conflict and prevent it from happening in the future.
Ignore the difference in communication
Sometimes, problems arise between employees simply not understanding how each other communicates. An employee may prefer a straightforward, straightforward way of speaking, and consider someone with a long speech to be a waste of time, even dishonesty. Conversely, the person who talks in a roundabout way may judge the other person to be rude and overly blunt. Once conflicting employees realize that their communication styles simply differ, the level of tension between the two can be greatly reduced.
Not sticking to the truth
While we all want to resolve group conflicts in a mutually beneficial way, sometimes that's not possible. In the event that a mutually acceptable solution is not available, make decisions based on fairness and understanding by sticking to reality and ensuring there is no "crushing" of personal emotions. core. This will help you avoid being accused of favoring either party.
Letting the conversation go too far
It is extremely important to discuss all the facts surrounding conflict in the workplace. However, it's more likely that emotion-based conversations will gradually creep into topics unrelated to what you're dealing with. So try to keep things on track and relevant to the dispute being discussed.
Allows either party to control the conversation
If one party tries to steer the conversation in their favor, you should work to keep the balance. Asking more quiet people questions to give them a chance to convey all aspects of the story is a great way to combat this.
Lack of humor
While this is not always an appropriate strategy when dealing with group conflicts, sometimes humor can break down tension between people. Laughter helps reduce anxiety and stress by "cooling down". This process slows heart rate and blood pressure, calming the mind and body. It can also help members communicate openly, in a friendly but still frank manner.
HR department is not included
Don't forget to use this valuable resource in your company. It is the responsibility of the human resources department to help in conflict situations like these. They act as an objective third party and can provide sound, sound advice based on company policies.
Not all conflicts are bad. Constructive conflict can bring some positive changes to your company. However, if conflicts become harmful, you need to use your management skills to resolve them. Together with effective team conflict resolution and avoidance of do's, you will create a cohesive, harmonious team working together towards a common goal.
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