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How to Circumvent Conflict
Conflict in the workplace is fairly common especially when there is mismanagement in the mix. It is important to not only mitigate conflict but mitigate it successfully, so HRMatrix is here to provide you the necessary tips to ensure the conflicts that you are tending to are solved securely.
When you are in the process of dealing with conflict your first goal is to figure out the issue and find a solution. The next goal is to make sure that the solution isn’t just a band-aid over a wound. That’s going to be a problem in the long run. It is your job as a manager to make sure the solutions that are provided work accordingly to the company's handbook. Then, in order to solve a problem for good you have to understand the source and understand the two parties in conflcit.
That means you have to be a good listener. Taking the time to comprehend the two parties really benefits and streamlines the process of problem-solving. Being a good listener works essentially as a guide as you begin to thoroughly understand the workings of the matter. You understand why the two parties are fighting and giving them time helps the tensi0n reside substantially because they realized that they're being heard.
Of course, if it is a matter that can only resolve through termination, then you’ll have to involve another course of action. Nothing is perfect, and that is why you have to prepare your employees’ mindsets for the worst. It could happen, some attempts are not always the most successful, and that’s okay. It shouldn’t stop you, it should just prepare you. Articulate the certain struggles each department might face, and remind them of your support and that you will be considerate because change is not easy to adjust to.
Soft skills can help build interpersonal relationships with your employees and superiors. This is the skill we were specifically talking about. Emotional intelligence is a soft skill that regard’s an employee’s capability of recognizing and understanding their own and others’ emotions. This is a great skill to have when mitigating conflict and applying personal versions of resolution that isn’t just “textbook”.
The way you should approach the issue is to not make it personal unless it is a directly personal issue. Strip away emotions and accusations so the opposing opinions can stand down, allowing the other person to comply. This will allow your colleague to make sense of the resolution instead of fighting against it and help put both of you on neutral ground.
Anxiety is a huge barrier during the conflict, and HRMatrix wants you to know that we understand this major dilemma and are not alone. Building confidence is key because conflict resolution insists on communication. Of course, being the first to confront an issue is daunting, but that’s the hardest step! Bringing a small conflict into light does not have to be a big deal at all.
Be confident! It’s hard to summon the energy to resolve an issue directly, but it is wise to. It is better to confront the issue than to let it exist and linger throughout the workplace. Conflicts put weight on your shoulders, but it’s not manageable. Treat everyone with a professional standard, and always ensure you meet those expectations too.
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