Workplace Conflict Resolution
How to handle conflict in the workplace
A vital skill for all managers
Fast, effective strategies
ACCESS TO WEBINAR
Simple to Understand, Fast to Implement, High Quality, Action Oriented Strategies
The Cost of Not Resolving Workplace Conflict
This Amazing Program Will Pay for Itself Many Times Over
The cost of not resolving conflict in the workplace is significant. Costs are measured in terms of:
- Emotional costs: you have people in your office crying; people going on sick leave; it’s an extremely stressful time for everyone involved.
- Economic costs: decrease in productivity; poor work performance and the risk of litigation.
- Relationship costs: relationships are eroded; people stop talking to each other; collaboration dries up; trust is gone.
- Leadership costs: a manager or leader’s energy is taken up trying to resolve disputes; leaving little time for strategy and a focus on business priorities.
Act now to learn the skills to permanently and effectively resolve conflict in your workplace.
Massive Return on Investment
If this saves just one team member from wasting hours on dwelling on the conflict it will easily pay for itself.
And get everyone back to work asap.
Three Essential Steps to Resolve Conflict
Step 1
Take Early Action
It is often the seemingly insignificant conflict that snow-balls.
The comment that is left un-checked.
The behaviour in a meeting that should have been called out.
In times of stress, all of these ‘little’ incidents have the potential to be ‘the straw that breaks the camel’s back’.
Managers have to pick up, and act upon these little incidents straight away, rather than just letting them go.
For example, simple line like ‘hey, I heard you say XYZ, would you let Y finish before you jump in.’ can make an instant and massive difference.
Step 2
Identify Sources of Conflict
85% of all conflict in the workplace is going to be caused by communication.
This includes:
- No communication
- Not enough communication
- Miscommunication
- Mis-hearing something
- Misunderstanding…the list goes on.
Identifying whether the conflict was caused by a break-down in communication is a great starting point.
Then you can check if assumptions were made.
Did someone fill in the communication bits that were missing and this started a rumour?
Did someone break the ‘unwritten rules’?
Or, on a deeper level, is this about a clash of values?
Step 3
Focus On What You Really Want
If the parties are willing, then it’s time to focus on what they really want. Also, what you want as a manager.
Common interests such as ‘a happy workplace’ are a simple great starting point.
The more common interests, the more likely an agreement can be reached.
Once the common goals are in place, then the parties can generate ideas or options for moving forward.
As a manager, you really have to stay out of this process and let the parties generate their own ideas. Any agreements that are reached can then be documented.
Meet Your Coach
Natalie Ashdown
Let Us Help You Get Back on Track
Our CEO, Natalie Ashdown is a highly experienced and skilled coach. Natalie is often called into workplaces to do mediation. She has an exceptional track record of helping people get back on track. Not just resolving issues in the short term. Helping people find a resolution that is going to work well into the future.
Resolving workplace conflict is something that we are passionate about at Open Door. We want happy, healthy workplaces where people are proud to come to work and are high performing in their work.
The use of coaching and mediation is a highly effective way to help you achieve your business outcomes.
