In order to keep your team members happy, motivated and engaged, you have to learn how to handle issues at work. As a manager, it is your responsibility to make sure your staff feels safe, comfortable and that you help create a work atmosphere with low amount of drama. To do so, there are several ways we suggest below: pick one of several of them. Be consistent and fair.
Now to think that your firm will be able to be conflict free would be an unrealistic thought. People from different backgrounds, school of thoughts, ages, religions, ethnicities gathered under the same roof will eventually lead to some disagreements, conflicts, arguments and discomfort in the workplace. Although, it is inevitable, as the leader of your organization, it is your duty to minimize the consequences of these conflicts.
The way a leader will step in to help his staff deal with these unfortunate situations will speak louder than the issue itself. It is crucial that leaders do take the situation in their own hands when it happens if not it can cost the firm hundreds, thousands and sometimes millions of dollars. Conflicts can cause anxiety and an extreme amount of unnecessary stress in your staff’s work day. So, follow one or many of the 5 ways suggested here to get to the bottom of the issue.
5 efficient ways a leader should handle conflicts
Acknowledgement: It is essential that as a leader you do not ignore problems. By avoiding an issue, you will only make things worse and create additional frustration among your staff. So, make sure you are proactive. Of course, you can’t be assisting employees solve every little issue occurring every day, but you should be on top of major problems for sure. Arguments left unsolved will slow down the productivity and create possibly absenteeism and certainly very unhappy staff members.
Compromise: Some issues will be solved among employees by exercising fair and open communication, without a supervisor needed. If that is not the case, as a leader, you should intervene and try to guide the parties involved into reaching a satisfying compromise. Unfortunately, there will most of them time someone left dissatisfied with the resolution, but that is normal. Employees also need to learn that they can’t always win, and that they will have to join you and their team and comprise for the best interest of the majority or the company. You should thrive to make them understand that concept.
Negotiation: It will be necessary at times to negotiate to arrive to a peaceful compromise. Helping with this process might also be part of your duties as a manager. Embrace it and propose advice and suggestions to the staff involved. Ensure that everything is done peacefully and that the staff members truly listen to each other’s point of views. It’s important to explain all the facts and deal with the reality and not perceptions only; it will make the conflict resolution much simpler.
Agreement: Disagreements might occur when staff members are trying to work together and might have different views or different ideas regarding a specific task or project. Again, difficult decisions and possibly unpopular ones will sometimes have to be made and then some damage control needs to happen. As manager it is essential that you remind your team of the importance to still work as a unit and move forward.
Partnership: Always collaborate and pull together, it is the best way to handle any conflict. This tactic has been proven to be successful as it will involve showing your staff you care and that you understand their position to begin with. It will also imply the involvement of everyone affected by the conflict. This collective effort can eventually be very rewarding, as it does include contributions from everyone and mutual understanding. Your team will benefit from this partnership, and grow stronger. It should also help any future negotiation or conflict resolution to go smoother…hopefully!
Employees and leaders will benefit from working together at solving issues in a calm and civilized manner. The leader’s role is certainly crucial in ensuring that all parties will feel satisfied with the final outcome and that the productivity is maintained.
Michael Klein is a premier writer and speaker on all aspects of human capital. As VP Operations for KDS Staffing, Inc., he has achieved industry-leading success. Michael was awarded, The New York State Small Business Growth Award; presented by Governor George Pataki. Additionally, Michael has successfully grown and sold multiple firms. If you or your organization would like to discuss hiring needs, contact Michael at 646-350-3015 or firstname.lastname@example.org.
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