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7 Steps To Manage A Conflict As The Company Leader

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conflict

The workplace hasa lot of dynamics that we have to deal with on a day to day basis. As everyoneon the team is trying to work towards achieving the goals of the company, therewill always be those who clash along the way for one reason or another. It is atthis point that you as a leader needs to come in and put things back to orderwhen such scenarios come up. You may opt to ignore the conflict and let thoseclashing to sort it out themselves, but this is dangerous in the long run. Ifconflicts are not resolved in time, they may reach the extent of the peoplehaving issues getting into a physical fight.

As a leader, it is important to resolve any form of conflict as soon as you hear about it. There are many reasons why workers may conflict. Some of these include; unfair treatment by their seniors, stress, poor communication, lack of respect for one another, etc. Looking into these issues ahead of time could save you the burden of having to deal with the conflicts. But when the conflicts come up, you have no option but to resolve them and also find solutions on how to avoid them in the future. In this article, I will share with you how you can resolve conflicts that may arise among your team members.

  • Examine the cause

The first thingyou always need to do as a leader is to examine the cause of the conflict. Thebest way to know the cause of the conflict is to sit with each of the membersinvolved individually and listen to their side of the story. It’s from theinformation they give you that you will know what went wrong between themembers involved in the conflict. When deciding the way forward, you shouldensure both parties are present and explain to them the basis of your finaldecision.

  • Listenwith empathy

When resolving aconflict between your team members, always make sure you listen to both partieswith empathy. This means you have to put yourself in their shoes so that youclearly understand their argument regarding the cause of conflict. Listeningwith empathy will help you not to take a biased decision that could furtherintensify the conflict instead of solving it.

  • Tackleconflicts proactively

As a leader, youshould be knowing the common causes of conflicts and tackling them ahead oftime before conflict becomes real. For instance, if the roles of each workerare not properly defined, conflicts may arise from misunderstandings of who issupposed to do what. That’s why every member on your team should be aware oftheir roles and responsibilities before they get started with work.

  • Ensureeveryone understands the company code of conduct

As a company, youneed to have a code of conduct. This code of conduct should include how workersare supposed to behave while at work and also how they should relate with otherteam members. In case of a clash, the basis of your decision as a leader shouldbe from the code of conduct. This will avoid scenarios of a leader having totake biased decisions

  • Choosethe right team leaders

One of the majorcauses of conflict is members being treated unfairly by their seniors. Insituations where one of the team members is always favored by the team leader,it will always be hard for that member to be in good terms with the rest of theteam. To avoid such scenarios, make sure the team leaders you choose can managetheir teams with fairness and no favoritism. 

  • Havetraining sessions for team leaders

Your team leadersshould frequently be trained on how best to manage their team members to avoidany chances of conflict. When you have trained leaders on the ground, it will beeasier for them to foresee what could cause a conflict and resolve it beforethe conflict materializes.

  • Becareful while hiring

Even thoughconflicts always happen at workplaces, it is always important to make sure thepeople you bring on the team are not the type who will create conflicts. That’swhy you should be critical during the hiring process to make sure you look outfor any form of characters that don’t match the culture of your company. Italso recommended that new workers work for about 6 months on probation beforebeing fully confirmed as part of the team. This will help you to monitor thenand learn more about their personalities beyond the interview session

Conclusion

As we have seen from the above strategies, avoiding conflict at the workplace starts straight from the recruitment process. Recruiting workers that don’t sync well with the culture of your company will always lead to disagreements among your team especially regarding how work should be done. Always make sure you bring in the right people. Also, ensure that you and your different team leaders manage all the team members fairly without any form of favoritism.

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