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A diverse mix of people working in an organisation is what makes a workplace unique. A successful company consists of employees with an array of talents, ideas, experiences and opinions; but it is these differences that can also lead to conflict. It’s natural for tensions to occur as it’s unlikely that colleagues will agree to the viewpoint of others all the time.
Conflict is not always a bad thing; healthy and constructive conflict between colleagues is a necessary component of a highly-functioning team. When the conflict is unhealthy, productivity slows down and it can be unsettling for others. It’s important that conflict is dealt with as soon as it is identified.
Conflict Management is a skill involving the handling of confrontation constructively, efficiently and diplomatically without offending or alienating an employee.
There may be times when it is appropriate for the individuals concerned to practice conflict management themselves; this can be a great opportunity for the employees to develop their own conflict management skills.
In many conflict situations a manager must act as an intermediary; the role of the manager is to resolve the difference in a way that is respectful to all parties concerned and to limit the damage to the organisation.
Here are 11 steps to take to ensure a positive outcome:
As unhealthy conflict is damaging to a business through reduction in efficiency and morale, managers should continually demonstrate and encourage positive behaviours to ensure teams remain happy, productive and respectful of others. Employees will benefit from learning these skills to prevent future disputes.
Here are our top five behaviours that should be practiced in a workplace to prevent conflict.
How we can help
One of our sayings here at P3 People Management is ‘it’s always easier to manage situations when they’re nipped in the bud’, and in the case of conflict this is extremely important.
We provide immediate professional and practical employment advice and support over the phone and via email through our HR Advice Line.
If it’s necessary to provide on-site attendance (ad hoc or regular) to support you with complicated employee issues we’re happy to come to you too.
“"Just a quick note to say how pleased we are with the support that Katie has provided recently. She has been a massive help with the redrafting of our contract of employment and the provision of advice relating to our HR policies and procedures. "”
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