Conflict is inevitable in virtually all human affairs, but we should seek to address it and resolve it whenever possible. When conflict boils up in the workplace, it can lead to negative outcomes such as:
- Personnel Issues - Those who are in conflict with one another may have deep-rooted issues with one another that are not easy to get past.
- Lost Productivity - When employees are conflicted with one another they are not contributing to the work that they are meant to be doing.
- Legal Issues - In extreme cases, there could even be legal issues that arise as a result of the conflict between employees.
All of these things should be put to bed whenever possible, and that means that the human resources department might need to step in and help resolve the conflicts before they get any worse.
How to Address Workplace Conflict
Let’s take a look at how that might happen and which action steps can be taken today to ensure that it does.
Conflict Prevention
It’s always best to try to stop a problem before it has a chance to truly get started. That’s why HR departments should try to focus on conflict prevention first and foremost. If they can take a proactive stance and prevent the conflict from emerging in the first place, then it is possible that they will avoid all of the fallout that might have otherwise occurred.
This starts at the point of creating a company culture that is positive and supportive for all employees in the first place. When employees feel supported by their employer and by one another, then they are more likely to do their best work without incident.
It is also wise for the human resources department to create a clear set of expectations for all employees regarding their behavior while in the workplace. This keeps everyone on the same page and can create the positive work environment that we all know is of the utmost importance.
Identify Conflicts Early and Intervene
As much as we might want to prevent all conflicts before they have a chance to start, that is not a realistic possibility. Some conflicts will always bubble up regardless. However, it is still better to intervene in those conflicts as early as possible to reduce their overall impact.
A couple of things to do include:
- Recognize the Early Signs of a Conflict - Believe it or not, there are almost always some early signs of a conflict that you can take note of. Learn how to recognize those signs and jump in as soon as you realize that this is happening. You can get in between conflicting parties and hopefully prevent things from getting out of hand.
- Promote Open Conversation - Often some of the biggest causes of conflict revolve around the fact that the parties are not speaking with one another. Do what you can to promote open dialogue between all parties.
These are some of the ways that conflicts can be put to rest before they have the opportunity to take hold in a deep way truly. The sooner that an HR department can step in and prevent the chaos that comes with conflicts, the better it is for everyone.
Have a Process for Conflict Resolution
All of the planning and prevention in the world still doesn’t prevent certain conflicts from arising. When they do, you should have a process for stepping in and resolving conflicts. Your process should have a specific structure to it, and you might want to create an outline that you can follow so that the process remains the same for every conflict that you resolve.
A few of the steps for resolution might include:
- Ground Rules - Establish ground rules that all parties will abide by as they work to resolve their conflicts.
- Identify the Root Cause - Determine what the root cause of the conflict is and how it was able to get itself so deeply entrenched into the lives of these individuals.
- Problem-Solving - Look to both sides of the conflict and ask them to offer solutions to their conflict that they believe are fair and reasonable.
- Create an Action Plan - Take all of the ideas generated by both sides and come up with an action plan that is reasonable and fair to all.
- Follow-Up - Don’t forget to check on everyone after you have created an action plan with them. You need to check that they are following the steps they helped create and that it is working out as intended.
If you follow this path, you can resolve most conflicts that might arise in the workplace. Remember that some conflicts run deep and that not everyone will be instantly willing to give up their fight so quickly, but you can still make inroads with them in many cases.
Bring in a Third-Party Mediator
Certain circumstances might call for you to bring in a third-party mediator to help resolve the conflict that has arisen between employees. This becomes necessary when there is any reason at all why those employees feel that the HR department can’t be a neutral judge.
Third-party mediators can be useful because they are unbiased and simply try to offer solutions that can work for everyone. They tend to be more trusted because of this, and it becomes a lot more difficult for anyone to say that the process was tainted by bias. Consider bringing in a third-party mediator for the most serious conflicts that emerge while doing business.
Continue to Learn and Improve
There are always opportunities for growth and improvement, which should not be overlooked. Work diligently to seek out ways to help everyone avoid conflict and resolve it when it comes up. This is one of the paramount responsibilities of the HR department, and it should not be overlooked. The sooner that conflicts can be put to rest, the sooner that everyone can move on with their lives.
Prioritize Your People with ABO!
ABO specializes in equipping organizations with the tools, resources, and expertise needed to manage workplace conflicts and maintain a harmonious environment effectively. Our team is dedicated to helping you implement proactive strategies, establish transparent conflict resolution processes, and foster a positive company culture.
With years of experience and a commitment to excellence, ABO stands ready to partner with you in creating a workplace where employees feel valued, supported, and empowered.
Reach out to ABO today to learn more about how we can assist your organization in overcoming challenges and achieving success.
