If you are like many of us, when conflict arises, we hope it will just go away.  We also know that what happens is that it may for a while but the problems become more significant over time with anger building from conflicts of the past.  It's uncomfortable dealing with conflict and we tend to avoid it.  As a leader, supervisor or manager of any level, when conflict arises, it is your inherent responsibility to ensure such conflict is resolved.

Many of my clients will call on me to address one issue and when we dig deeper, often the problems of work relationships and performance have a component of conflict with one or more coworkers.  We address that without moving forward or our success with making improvements will be limited or unlikely long term.

Conflict that is ignored often results in turnover, often losing some of the best employees.  Beyond that, performance always suffers and employee morale becomes adversely affected.

So what should you do to resolve conflict?  Here is a basic overview...

• Meet with all parties individually first
• Track the issues that are identified
• Bring the parties in conflict together, setting ground rules...if you are NOT comfortable with facilitating such meetings, hire someone to assist.  This is a meeting that could either be successful or fuel the conflict if not handled well.
• Have parties restate their issues
• Summarize what is heard
• With the parties, come up with solutions moving forward
• Put your terms of engagement in writing
• Make sure all agree on the terms
• Ask for parties to apologize to one another in closing

Seek outside help if:

• You will not be seen as objective
• You believe legal issues are involved
• Issues are recurring, meaning, past attempts have failed
• If flareups become hostile, resembling harassment or bullying
• The environment is highly tense

Consider your options:  Seek the help you need

 

Conflict affects all employees who work with those who are in direct conflict.  It creates a negative environment.  Leaders who ignore it lose respect of their employees.

Other employees perceive the ignoring of conflict as a lack of leadership skills, lack of protection and insufficient support.  Trust and confidence in such leaders is in jeopardy.  

 

JBM offers in person conflict resolution as a third party facilitator as well as consulting on best practices.  This can be accomplished through regular meetings or through online services HR websource.com 

 

 

 

Hoping you are enjoying this summer that is going by all too fast!

Warm regards,

Jeannine Brown Miller
President
jbm@jbmconsultingonline.com
www.jbmconsultingonline.com
716-946-8381
JBM is a Woman Owned Business Certified in NYS!