Don’t avoid conflict or pretend nothing has happened as it usually will only get worse.
- If you notice a conflict between employees, encourage them to work it out.
- If a conflict develops between two teams, improve interdepartmental communication.
- If you have a conflict with one of your employees, address it head-on and in private.
- Talk together. Each person should have adequate time to say what he or she believes the other party needs to hear.
- Listen carefully to gain understanding. Give your complete attention to the person who is talking without interrupting.
- Resolution is possible only when you find points of agreement.
- Guide the conversation without taking sides.
Be quick to forgive. Every conflict needs a clear resolution that acknowledges hurt feelings and finds a solution that begins to mend them.
SIMILAR ARTICLES
- Frustration and stress
- Misunderstandings
- Lack of planning
- Bad staff selection
- Poor Communication
A way to view conflict not as a problem to be managed or resolved, but as an opportunity to strengthen the common life of any group.
Don’t silence those who disagree with your management style or don’t like the direction of the company. Listen. And ask questions of your entire team.
Open dialogue makes it easier to proactively identify problems and work together to create a mutually beneficial environment. It will also make your employees feel appreciated and acknowledged.