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Every company will have employees who can’t get along. Be it differences in their personalities, opinions, work methods, or some other factors, sometimes employees don’t click, and disagreements are bound to happen. And when conflicts arise in the office, it affects everybody. It makes the work atmosphere uncomfortable, with everyone walking on eggshells, and the tension between disagreeing employees can also negatively affect work productivity.
On the other hand, disagreements, if handled constructively, can lead to a healthy debate. It shows that your employees are passionate about what they do and continuously challenge one another to think outside the box - leading to increased improvements, innovation, and creativity.
So what is your role as the leader in a case like this? Should you get involved or leave them to solve their problems? Below are some tips to tactfully turn conflict into consensus between bickering employees.
#1 Listen to both sides
The first and foremost step is to actively listen to the two individuals or groups of people directly involved in the conflict and not buy into whatever rumours or gossip you hear around the office. Every employee wants their voice to be heard, so sit down one-on-one with each employee to hear about their side of the story.
If you think talking to the employees would work better, offer them uninterrupted time to give their point of view. After their opinions are heard, ask them to suggest how the situation could be sorted out and how all parties could move forward together.
Whatever it is, DO NOT take sides. This will only add fuel to the fire and make the situation worse. As a leader or employer, you must be as unbiased as possible. Also, practice active listening and try not to interrupt someone until they feel they are fully heard.
To ensure that your company resolves conflicts efficiently, offer conflict management training to respective team leaders and managers. This is because if your leaders are poorly trained, it could lead to lower team morale, dissatisfied employees, and even increased turnover.
#2 Figure out the nature of conflict
Healthy disagreements can benefit your company - creative friction can lead to new solutions. However, it is crucial to ensure that the disagreement is truly productive.
If you find the discussion becoming more heated, whereby the employees are plain rude or disrespectful to each other, step in accordingly to handle the issue. As you actively listen to both sides of the story, try to determine whether the disagreement comes from a personal angle or is simply the result of varying opinions. The former will usually require a more interpersonal approach.
#3 Help them find common ground
When a conflict arises, it can lead the two individuals involved to “turn away” from one another, where both refuse to hear the other person’s opinion. Employees who disconnect will not be able to hear each other’s suggestions and come to a solution that works for everyone on the team.
If you see this happening, don’t hesitate to remind them that they are on the same team and encourage each individual to solve the problem calmly. Help them realize that it’s important to the team that they work together harmoniously, and each of their work has a greater effect than this disagreement. Magnify and focus on the big picture, which would eventually (and hopefully) help diffuse the conflict and put your team back on track towards finding common ground and moving forward.
#4 Rely on your employee handbook
Consulting the company policies outlined in your employee handbook may help shed light on the best method for resolving the conflict. Relying on the code of conduct that every employee must adhere to can be a great way to remain objective.
For instance, if you find someone violating the rules outlined in the handbook, create a paper trail documenting the steps you take to moderate the conflict and any complaints from other team members. Also, never let any employee who has broken the rules slide, as it will weaken your authority as a manager and cause greater resentment at all levels.
#5 Lead by example
Lastly, set the standard for your employees - whether they get along. Building a work culture of employees who respect each other and collaborate harmoniously should always be one of the top priorities of a team leader or employer. Communicating transparently and respectfully forms a work environment that encourages integrity and unity.
Your work culture is immensely based on how each employee interacts with one another. And when you uphold your company’s core values, guidelines, and policies objectively, leading by example will only become automatic and natural.
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