The Effects Of Workplace Conflict Towards Employees
Year after year, companies allot a weighty amount in dealing with workplace conflict. However, many still don’t believe the impact such disputes can have in the work environment and how it can negatively shape work culture, and the employees themselves.
Causes Of Workplace Dispute
What exactly are the causes of workplace disputes? You may be drop-your-jaw shocked to know that they are, most of the time, instigated by the minutest, most trivial of reasons. The problem starts when these are left unresolved.
Miscommunication, or the lack of proper communication, resistance to changes in the office, and personality differences are just some of the reasons why employees don’t get along.
Effects Of Workplace Conflict
Being in an office and working in a team means that employees are to communicate, react to, and work with one another. With lingering disputes, this cycle will be disrupted. The people involved will avoid speaking to each other, or might do so in harshly, and in an unprofessional manner.
Aside from this, stress and anxiety will ensue from such a toxic environment. This will affect even those around them. And if this goes, it may manifest itself in migraines, digestive discomforts, muscle strains, and lack of sleep, among a slew of spillovers. Thus, work morale and drive will diminish.
How To Manage Workplace Conflict
1. Talk To Each Person Separately, And Then Talk To Them Together
There’s always more than one side of the story. Time and again, each side slightly differs in perspective compared to the other. The reason behind talking to those who’ve taken part in the squabble is to hear them out and make them understand that they are, indeed, heard.
Secondly, talk to them together, and have them talk the problem out with you as the mediator. There are times when people say what is untrue because they are out of earshot of the employee they have a disagreement with. But in this setting, this can be, as much as possible, prevented.
2. Identify The Problem, The Solution, And The Plan Of Action
…and have THEM identify these for themselves. There’s no room for spoon-feeding here. In fact, they already know what the issue is. They simply need to address it in a “safe environment”. This is the very reason why you’ll have to take them aside, and away from prying eyes and ears of those who had no part in the disagreement.
Then, ask them how this can be resolved. Now, this can get tricky. They may offer up general solutions to get the conversation over it. So more than that, ask them what their specific plan of action will be. What are the practical efforts they’ll each commit to do to ensure harmony in the office and that this occurrence will no longer be repeated?
The discussion shouldn’t end here. Just as important as the first two steps in this final one— follow up. Observe their behaviour after the “talk.” Every once in awhile, check in with them and inquire about how the action plan is being set in motion.