How to resolve conflict in the workplace

What is the best way to resolve workplace issues or problems?

Problems at a workplace are wide-ranging and have several contributory factors. In small organizations, employees generally hold multiple appointments and perform several tasks.

Conflicting personalities and divergent working styles evidently lead to clashes that have to be avoided. Therefore, it is essential for employees to foster team spirit and mutual understanding. If you comprehend the underlying reasons that cause problems at a workplace, preemptive processes can be instituted.

In doing so, the management can handle them appropriately before they impact organizational output and employee spirits. Various factors that lead to workplace problems are:

Acumen deficiencies amongst employees: If employees do not possess the required acumen to discharge their duties, workplace problems are created and which adversely affect operations. It is, therefore, essential that suitably qualified persons only should be recruited.

All employees should also be subjected to an all-inclusive induction program prior to settling down with their designated work. Every employee, particularly team leaders and above should comprehend their charter of duties and execute them efficiently. This can be made certain through periodic assessments and performance appraisals.

Diverse dispositions & makeups of employees: No two people are alike and though workplace diversity is said to promote productivity, any clash that follows evidently affects motivation levels and performance output. That by itself is a monumental problem.

It is, therefore, necessary to keep in view the individual and work-related temperament of serving employees while recruiting new ones. This will make sure that once they join, they will be able to gel well with old-timers and collaborate with them suitably.

Lack of adequate working space: With open workplaces gaining popularity for whatever reasons, employees evidently get to lack private space. Inability to focus properly on work as a consequence thereof, propinquity strains follow.

Individual idiosyncrasies and foibles in the form of undue chattiness or invasions into personal space do aggravate the so-called propinquity tensions. The outcome is resentment, antagonism, and even aggression. The solution lies in making available adequate space to employees to preclude them from mounting on one another.

Work overload: Since there exist responsibilities that overlie each other, there happens to be work overload. It sometimes happens that two duties do not correspond with each other at all; such overlapping causes immense work overload. Overworked employees thus feel stressed. In order to preclude such problems, equitable distribution of work should be done. Such a move will boost morale and in the process, performance and productivity too.

Feeble interpersonal skills: A person who lacks interpersonal skills is unable to connect with fellow workers, seniors, and clients alike. Poor communications definitely result in mistakes, dissatisfaction, incomplete assignments, and unaccomplished targets. How can this be stopped?

The management should notify communication and dissemination protocols, including email conventions and conduct of conferences. If necessary, short training capsules can also be conducted for this purpose.

The causes of workplace problems are generally understandable. But the real issue is uncovering them so that they do not take place. This can be done best if you know your employees well, keep yourself approachable, and are amenable to trust your instinct. Some prime methods to prevent problems brewing up are:

Listing of organizational expectations: You can do very little to uncover workplace problems unless you know you, co-workers, well. Every individual should be accorded a suitable reception on joining, including a briefing on what the company expects of them. Besides explicating job requirements, the need to perform optimally and maintain cordial relationships should be communicated.

In most cases, there is a wide gap between employer expectations and employee understanding of the same. But when you spell out your expectations possibilities of misinterpretation will be obviated. Consequently, problems will not arise.

Assessment of work outputs: Generally, you get to know about problems post-incident. But when you assess work inputs, you also get to discern problems, if any. Therefore, it is essential to periodically conduct such evaluations and appraisals.

They could just be a closed-door meeting between an employee and his immediate boss wherein advice on developing objectives and the need for cordiality can be rendered suitably. The employee will thus become sensitized and will work towards controlling the eruption of workplace problems.

Open doors of communications: An absence of communication channels invariably leads to discord that tends to be cumulative till one fine day when it explodes. And that is when you generally get to know about a problem that persisted.

The need for free and open communications should be drilled into all employees. If any changes in their conduct are observed, they would manifest a problem somewhere. You need to display a feeling of trust towards all employees besides being accessible, you should strive hard to ensure that the workplace environment always remains pleasant.

Employees will have faith in you as a result, and will swiftly report any negative developments. Workplace problems, like problems in life, are unavoidable. However, solutions are tough to come by. In order to tackle a problem at work, it’s critical to first understand it.

It is essential to have correct policies and procedures in place to prevent problems from brewing up. By creating a strong work culture, most problems can be minimized, if not eliminated. While the management responsibility is immense, employees have a role to play by concentrating on their work and avoiding negative issues.

You can also read – How to don’t let restrain your career success

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