Workplace conflicts and tips for resolving them

On average, a person spends almost 10.27 years in the workplace during their entire life. When you invest a large part of your life in an environment with several others, there is bound to be friction from time to time. It can also sometimes escalate into conflict in the workplace.

To explain how conflict in the workplace can escalate, let me share a fact and a GIF. According to a report from Manage Conflict, more than 50% of employees in the workforce are sued by other employees. It can leave a big hole in your pocket, stressing you out from minute to minute.

In the workplace, there are different types of people from different types of backgrounds. It is therefore the responsibility of the employee and the organization to ensure that there is a healthy environment to be maintained and that all conflicts are resolved appropriately.

Personal Steps

1. Check with yourself

Ego is one of those basic emotions like love or empathy that makes us human. However, an out of control and pompous ego can be a major cause of conflict in the workplace. According to a recent CPP study, 49% of workplace conflicts are due to egos at war.

Therefore, to avoid unwanted conflict and resolve inevitable clashes, an employee must constantly be aware that they coexist in a workplace with different personalities and are at war against each other.

2. Tone control

Your tone is more precise in conveying a message than any punctuation in any language. However, he's also one of the more perspective-oriented mediums.

So, every employee in the company should keep their tone under control when talking to any of their subordinates, manager, etc. This not only reduces the chances of conflict, but also puts you in the good books of your colleagues. Plus, it never hurts to be nice.

3. Keep your ears open

A verbal conflict is nothing more than a heated debate. So, to reduce the fire, hear the flame. Any staff member can easily resolve their conflict just by listening to what the other party has to say and how it contradicts their own notion.

Having this knowledge can help you find a happy medium that everyone can be happy with, without losing your mind over it.

4. Avoid the blame game and tackle the problem

It is one of those tips that are taught to us throughout our childhood. The blame game is for the weak. You have to be open-minded to realize that the problem isn't with the part you're arguing with, but with the system and communication. It becomes very easy when it is decided as both parties can now focus on the problem and solve it according to the managers / subordinates.

At the organizational level

On average, employees spend 2.8 hours of their week managing and resolving conflicts in the workplace. This, along with the money used in legal processing, helps to impress upon any organization that conflicts are very damaging to them. Therefore, every organization should ensure that conflicts are minimized, ideally none.

However, employees may not always comply with organization policies and may lack the control to resist conflict. Organizations should attend conflict resolution seminars and workshops on a regular basis to create a win-win scenario for both the employees who are arguing and for the organization.

It is also the company's duty to ensure that there is a healthy conversation, both inter-departmental and intra-departmental. This ensures that everyone works in accordance with the goals of the organization and has camaraderie with each other.

Conclusion

In conclusion, I would like to say that once time has been left for a quarrel, it is only a difference of opinion - we have to correct the difference and not the people who have the difference. Also, organizations can play a huge role in keeping the whole team together and aiming for a goal.

From an optimistic perspective, conflict is the inevitable collateral damage of problem solving and using these tips may surprise you with how quickly conflicts are resolved when everyone involved keeps a cool head and works. together to solve the problem.

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