Disputes occur at work as a result of tensions brought on by individual variations in interests, beliefs, attitudes, and needs.
To maintain a positive work environment, conflicts should be avoided at all costs. They only serve to increase tension, which reduces productivity.
Employees are inspired to offer their all to the organizations thanks to conflict management’s reduction of tension. As a result of conflict management, employee relationships are strengthened and everyone is more willing to lend a hand. Relationships develop, and everyone is more eager to cooperate and put up their best effort to produce the finest results. Nobody wants to feel ignored at work and carry difficulties from work with them home. The proper flow of information is hampered by conflicts and disagreements because staff members often falsify crucial information and keep certain facts and numbers from one another. Conflict prevents the transmission of information in the desired and right form, which eventually leaves the organization at a loss.
Here are Three ways to resolve work place conflict
DEFINE THE CONFLICTS ORIGIN
Clarifying the source of the problem is the first step towards its resolution. Understanding the conflict’s root causes will help you comprehend how the problem developed in the first place. You can also persuade the disputing parties to agree on what is in dispute. And in order to achieve so, you must talk about the needs that are not being served on both sides of the debate. Also, you must ensure understanding between the parties. Make sure to learn as much as you can about the perspectives of each side. Ask questions again and again until you are certain that everyone involved in the conflict understands the situation.
LISTEN ACTIVELY AND ALLOW EVERYONE A CHANCE TO SPEAK.
Allow each party equal time to express their thoughts and concerns without favoring one over the other. While in the meeting, adopt a positive and assertive demeanor. Establish ground rules as needed. Taking this approach will encourage both parties to express their thoughts in an open and honest manner, as well as comprehend the causes of the conflict and identify solutions.
MAKE CONFLICT RESOLUTION TRAINING MANDATORY.
Make sure your teams are receiving ongoing communication training.
Once they understand how they currently approach disagreements, they can weigh the benefits and drawbacks of their own and others’ approaches. They can also develop strategies for better negotiating with their peers. These conflict resolution training workshops can be created in-house or provided by a third party, such as a consulting firm.