Handling workplace conflicts is undeniably one of the most challenging aspects of running a business. While achieving business goals may demand talent and time, managing people and their diverse personalities is an entirely different challenge. Disputes are inevitable in the workplace, stemming from differences in values, poor communication, personality clashes, and unhealthy competition, despite effective management.
If left unaddressed, minor disputes can quickly evolve into major conflicts, significantly impacting the morale and productivity of the entire company and potentially leading to increased turnover. Therefore, having a robust process in place for effectively managing staff conflict is crucial. Here are three steps that can assist you in efficiently managing workplace conflict.
Addressing Issues Swiftly: A Proactive Approach
As a small business owner, you may feel hesitant to get involved in employee disagreements, but neglecting a problem can lead to more significant trouble in the future. If conflicts aren’t promptly addressed, emotions can escalate, and the conflict may surpass its initial cause. Unresolved issues tend to fester and may even compound over time, resulting in emotional outbursts or passive-aggressive behavior.
Instead, address any conflict as soon as it comes to your attention and take decisive steps to resolve it, maintaining calm emotions and a drama-free workplace. The sooner conflicts are addressed, the more open-minded your employees will be to working toward a solution.
While you might think conflicts require a stern or scolding approach, many issues can be tackled through a friendly conversation, beginning with curiosity. If the issue affects the entire team, such as poor teamwork or rude communication, bringing up the problem during a team meeting without singling out individuals can be effective.
If the issue persists after addressing it lightly, engage in private conversations with the involved individuals. Most people want to avoid trouble with their boss, so many issues can be resolved when confronted early on by a supervisor.
Serious conflicts, especially those involving harassment or discrimination, should be handled privately and seriously in accordance with your employee handbook.
All discussions about the issue should be noted, and any occurrences of harassment or discrimination, along with any follow-up disciplinary actions, should be formally documented.
Unraveling the Core: Identifying the Cause of Disagreements
Many workplace conflicts stem from relatively small or petty issues, but these seemingly minor interpersonal problems can escalate when conflicting individuals need to interact daily. Identifying the cause of the dispute is crucial for a swift resolution. Conflicts are rarely as simple as they seem and are often complicated by other aggravating factors like conflicting personalities or office competition. Getting both parties to agree on the actual cause of the conflict and identifying unmet needs on both sides is essential. Listen carefully to both parties and sort out the facts of the dispute without passing judgment.
Acknowledging that everyone has different opinions and points of view is crucial. Strive to get each side to understand and respect the other’s perspective, even if they differ significantly.
Stating Observable Facts: Maintaining Neutrality
To stay on neutral ground as the team’s leader, it’s best to state observable facts to prevent parties from becoming defensive or feeling like you’re taking sides. Making assumptions or judgments can make either party emotionally upset or shift the focus from productive problem-solving to a “he said/she said” debate.
If you weren’t able to observe the situation firsthand, state the disclosed facts and maintain a spirit of curiosity to learn more about the situation instead of jumping to conclusions. For example, you could say, “While I wasn’t there to witness it, my understanding of the situation is XYZ occurred. What can you tell me about this?”
Seeking a Balanced Solution: Charting the Course to Resolution
Once the conflict has been identified, openly and respectfully discuss what a solution might look like. Work towards a solution where each side makes concessions. Be creative in searching for solutions and develop mutually acceptable criteria for evaluating these solutions.
Refer to your employee handbook for how your company deals with conflict and any policies affecting the desired outcome, such as behavior expectations and conflict review. A well-written employee handbook makes workplace expectations clear from the beginning and supports whatever plan of action you take.
If you don’t have an employee handbook – it’s time to create one! We can assist you in developing one that provides a roadmap for handling conflict in your company and helps protect you and your company from litigation if a workplace conflict becomes legal.
Once a solution has been decided on, each side should agree to take responsibility for whatever actions are required to resolve the issue. Taking responsibility can be done verbally, but having a written agreement might be best. After some time has passed, hold a follow-up meeting to evaluate the success of the solution and make adjustments if necessary.
Elevating Your Business from Within
Dealing with staff conflicts can pose a significant challenge, yet it is imperative to foster a harmonious and productive work environment. Should you require additional guidance or assistance in handling staff conflicts, reach out to me – your dedicated Exclusive Legacy Advisor. Beyond simply crafting legal documents for your business, I collaborate with you on the journey to cultivate a business and life you cherish. I am adept at navigating the legal, financial, and personal intricacies that every business inevitably encounters.
Ensuring that your business possesses a robust foundation for success, I extend an invitation to the Exclusive Legacy Planning Session. This session ensures that your business is equipped with the Legal, Insurance, Financial, and Tax frameworks essential for prosperity while safeguarding your personal assets and interests. Subsequently, I remain committed to supporting my clients’ businesses through an ongoing partnership, actively seeking avenues for business growth and alignment with your desired work-life balance.
Discover more about my approach to helping business owners forge enterprises they adore by scheduling your complimentary 30-minute exploration call at this link: Schedule a Consultation.
Disclaimer: This article is presented by Michelle Bell, an expert in estate planning and business succession services. Our office provides comprehensive legal support for businesses, assisting you in making informed decisions throughout your entrepreneurial journey and in planning for future contingencies. We also offer a specialized session where we review your business’s legal structures. To arrange this consultation, please click the following link: Schedule a Consultation.
The information in this article is intended purely for educational and informational use and should not be considered as advice on ERISA, tax, legal, or investment matters. For advice specifically tailored to your unique situation, such advice should be sought independently from this educational content.