Workplace Conflict and How to Nip It in the Bud

It’s important for leaders to understand workplace conflict and how to nip it in the bud before it becomes a bigger problem. No matter how insignificant it may seem at first, these conflicts can escalate into more complicated issues if they’re not given the right kind of attention at the right time..

 It can be tricky. Team members will not always be eager to talk about whatever is going on between other coworkers, so observing and listening is a key element in dealing with whatever is bothering your team.

There will, of course, be signs of workplace conflicts, and being able to identify them can help you nip them in the bud. Some of these signs include passive aggressive behavior, increased tension, gossip, finger-pointing, and even missed deadlines or careless mistakes. Studies show that workplace conflict can also affect team performance, cohesion, trust, and general job satisfaction, as well as cause persistent psychological distress with serious health consequences.

Building Trust in the Workplace

Some Preemptive Measures to Deal with Workplace Conflict

• Encourage open communication: Make a habit of checking in on your team and make them part of the conversation by keeping them updated on important news and developments, achievements, and new goals. Ask for their opinion and feedback and be sure to apply their input whenever possible so they also know they are being heard. Happy team members are more likely to be open when something is affecting not just their comfort, but their performance at work.
• Observe, listen, and ask questions: Like we said, the signs are probably there. Does anyone seem especially on edge? Is there tension that didn’t seem to be there before? Watch out for changes in behavior, initiate conversations with team members and employees and encourage them to voice their concerns. If you notice something, ask questions. Your ability to notice tension among team members could save you a lot of pain if you’re able to spot it before it grows.
• Lead by example: If you’re trying to get your team to be open and come to you with their complaints and discomforts, you’ll have to make yourself available, obviously, but you’ll also have to pay attention. This includes letting your team give you input and making sure you’re finding ways to let them know they are being heard.  Knowing that their concerns and feedback are being considered will make them more likely to give it again or answer when you ask.

Protect Your Team from Feedback Fatigue

Ways to Nip Workplace Conflict in the Bud

• Talk about it and be impartial: Don’t try to wait it out. If you know there’s workplace conflict to be addressed then it’s best not to delay it or dance around it too much. Find out who is involved and make sure that everyone knows from the start that you’re not there to take sides ––if you think that may be a problem for whatever reason, get someone you trust to moderate so everyone will know you’re being serious about staying impartial.
• Get input from everybody: Workplace conflict affects more than just those involved directly in the issue. Sometimes the whole team suffers and the resolution involves everyone who has somehow been affected by the conflict. This will also help set a precedent for future conflict and will help employees and managers anticipate how some workplace conflict will be dealt with.
• Identify the issue and what needs to be done: Don’t rush to conclusions. Make sure you have all the information and understand what the problem is. It’s important that everybody gets a chance to explain their side of the story, so let people talk without interruption. The source of conflict could even be related to management issues, so stay open to acknowledge when there are internal and managerial improvements to be made. Let everyone make suggestions to reach the best resolution.
• Help everyone reach an agreement: It could take longer than anyone wants it to, but it’s important for the team to find a solution that is acceptable to everyone. They probably won’t all feel happy, but it’s important for everyone to walk out of there feeling like the process was fair. Once an agreement has been reached, you’ll have to guarantee the agreement is met by all sides. 

The Secret Powers of Introverted Leaders

Be proactive about workplace conflict and nipping it in the bud. Letting these issues between coworkers get out of control can be distressing for the whole team, and learning how to handle things before that happens can improve attitude and help everyone build better and more positive relationships based upon trust and respect.