How we manage and resolve these conflicts is key to maintaining a safe, enjoyable, and productive environment. If managed effectively, the outcomes can be constructive and contribute to improved working; but if left unaddressed, there is a risk of things escalating into a company-wide issue, using up resources and time that are best used elsewhere. For HR professionals and managers, a robust approach to conflict resolution is essential to fostering teamwork, morale, and overall organisational success.
Research* from the advisory group, ReWAGE, reveals that over one in three workers experience conflict in the workplace, costing the UK economy a staggering £28.5 billion annually. Additionally, conflict-related drops in productivity account for a further £589 million in losses.
The impact on employee well-being is equally concerning, with approximately 9% of workers taking leave due to stress, anxiety, or depression caused by conflict – resulting in a total of 15 million lost workdays each year.
So, how can we resolve conflict before it reaches this stage?
Here are 10 practical strategies to help address and resolve conflicts in the workplace effectively to support creating a balanced working environment.
Effective communication is at the heart of conflict resolution, as misunderstandings often arise from inadequate or unclear communication. Creating an open-door policy where employees feel comfortable discussing their concerns without fear of retribution can prevent many issues from escalating.
Encouraging regular check-ins, feedback sessions, and one-on-one conversations can give employees the chance to air grievances before they develop into larger problems.
When mediating a conflict, it’s critical to remain neutral. Avoid taking sides, even if you might naturally sympathise with one party. As a manager or HR professional, your role is to guide the discussion in a balanced manner, ensuring that both sides feel heard and respected. This helps to de-escalate tension and move toward a resolution without lingering resentment.
Active listening goes beyond simply hearing the other person’s perspective. It involves paying full attention, acknowledging what’s being said, and demonstrating understanding through reflective responses. Encourage all parties involved in a conflict to practise active listening, which encourages empathy and reduces defensiveness.
It’s easy to let emotions get the better of us during conflicts, but focusing on personal attacks can make the situation worse. Redirect the conversation to focus on the problem at hand, not the individuals involved. For example, instead of “You’re always late,” try framing it as “Timeliness is important for the team’s success. How can we improve this?”
Conflict resolution works best when both parties feel they’ve contributed to the solution. Encourage employees to work together to identify a resolution that works for everyone involved. This collaborative approach not only resolves the immediate issue but also builds stronger relationships, enhancing team dynamics in the long run.
It is important to have clear policies and procedures for conflict resolution easily accessible. Employees should know the steps to take if they face a conflict, including who to approach and what channels to use. Standardising the process ensures fairness and consistency, which can help de-escalate tensions early on.
Some conflicts may require the involvement of a neutral third party, especially if the issues are complex or highly emotional. In these situations, an external mediator can help facilitate communication and offer an unbiased perspective, which can lead to a more productive resolution.
Proactively training employees in conflict resolution techniques can prevent many conflicts from arising in the first place. By offering workshops on communication, emotional intelligence, and problem-solving, you equip your team with the tools to handle disagreements before they escalate.
After resolving a conflict, it’s essential to follow up with the parties involved to ensure the issue has been fully addressed and no residual tension exists. This step shows that you care about the well-being of your employees. It also provides valuable feedback on how effective your conflict resolution strategies are and where improvements can be made.
Encouraging empathy can be transformative in conflict resolution. By promoting an environment where employees try to understand each other’s perspectives, they can address conflicts with greater compassion and insight. Encourage team members to put themselves in each other’s shoes and consider the challenges or pressures the other person may be facing. This empathetic approach can help to reduce defensiveness, build mutual respect, and create a more supportive, collaborative workplace.
Creating a positive workplace doesn’t mean eliminating conflict altogether – it means addressing and managing it effectively. By implementing these strategies, you can ensure that your team remains focused, engaged, and collaborative, even in the face of disagreements. At Catalyst, we believe in building strong, productive work environments, and conflict resolution is a key part of that equation.
For more insights on creating a positive workplace culture, subscribe to ‘Our Perspectives’ or get in touch with our HR specialists at Catalyst today at generalist@catalystpartners.com.
*https://www.hrmagazine.co.uk/content/news/workplace-conflict-costs-the-uk-285-billion-a-year/
