How to Manage Conflict Among Employees
The workplace consists of different types of individuals; consequently, disagreements are inevitable. Conflict in the workplace can arise from a number of reasons, such as when one person's job depends on another's input, and differences in style/approach, background and personality. How the conflict is managed often determines the result of the conflict.
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Instructions
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Do not assume that your first course of action should be to intervene and handle the conflict by yourself. If the conflict does not impact job performance, sometimes it is best to step back and let the employees involved resolve it on their own. The argument could be minor, such as one coworker feeling miffed because the other did not tell him good morning. Respect and trust your employees enough by allowing them to handle their own disagreements if does not require managerial interference.
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Ask your human resources department for assistance if the issue is adversely affecting those involved, coworkers or job performance. HR professionals are trained to handle interpersonal conflicts. Furthermore, the parties involved might feel more comfortable speaking with someone they view as less intimidating than their manager or supervisor. If the company offers an Employee Assistance Program, the HR department can ensure the employees receive counseling or the necessary assistance to deal with their issue.
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Schedule a meeting with the parties involved, if you do not have a human resources department and the situation needs a mediator. Allow each party to speak his version of what occurred and listen objectively. Handling the issue in a group setting helps to minimize employees' fears that they are being singled out or labeled as the problem.
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Examine the scope of the conflict and determine how you will handle it. For instance, say an employee attacked another employee without provocation and your company policy is to immediately terminate the attacker. Always follow the company protocol. If the conflict is not as severe, after listening to each party, find out their needs and expectations regarding each other. Concentrate on getting them to see each other's positive traits rather than blaming each other. Create an action plan with a time frame that includes the steps each party must take to improve the working relationship.
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Separate the employees physically if the conflict continues, regardless of the steps you have taken. Options include transferring one of the workers to a different office or having them move their working areas further away from each other. These tactics can produce favorable results. When the employees in conflict are no longer in close contact with each other, it gives them a chance to contemplate their problems. The time away from each other can allow them to forgive and possibly forget their disagreements.
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References
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