We all have been there. Faced tricky situations and conflicts in the workplace, either as a junior worker or in the senior management. Professional tiffs are a pickle because they may either cause a permanent dent to your reputation and damage your career or create a middle ground for all the concerned people. But, things hardly return to normal if you are involved in any misunderstanding in your workplace. The situation becomes more delicate, thorny, and somewhat risky when two members of your team get engaged in an ego battle, and you are the manager. In this, both sides have equal expectations from you to get the issue resolved. The following 5 strategies can help you here.
5 Tricks To Resolve Team Conflicts As Manager
Being involved in a professional conflict is a challenging situation to navigate, and it becomes all the more difficult when two of your team members are engaged and you are in the authoritative position to untie the knots. The resolution should be effective, have a solid solution, a clear path ahead, all while skirting accusations of favouritism and unfairness. So, to prevent tiffs from getting escalated and conclude, consider employing the following 5 strategies:
1) Be Calm and Objective
As mentioned above, you need to be wise enough not to be told that you are favouring someone over the other. For that, calmness and the ability to be objective are needed the most. There’s no need to take sides or get emotionally involved, as this will only exacerbate the situation. Rather, focus on perceiving the viewpoints of all the parties involved.
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2) Listen Actively
The starting and most important point in any conflict resolution is active and attentive listening. As a team manager or leader, you must be ready to hear out what each member has to say. Listen to their full concerns and issues, without interrupting, encouraging honest and open communication, while ensuring that everyone feels understood and heard. This way, the tension may get diffused and a more constructive dialogue may get created.
3) Identifying the Root Cause
Why did the conflict happen in the first place? Did it happen because of a petty misunderstanding, creative differences, or is it a deeper issue? Try to understand and identify that, and you will definitely be able to come to a more effective solution.
4) Find a Solution That Works For All
A solution that works for everyone concerned is the best path. So, for that, all the people involved must share their suggestions and ideas so that you can arrive at a common ground. A collaborative approach like this aids in building trust and promoting a more positive working environment.
5) Set Clear Expectations
After the solution, comes the way ahead. So, once all of you are okay with ironing out, sketch the path ahead. Set clear expectations and build a roadmap stating properly as to how each member is expected to work and show up moving forward. This should have guidelines for collaboration, communication, and conflict resolution to avoid similar issues in the future.
All in all, it is always advisable not to let the conflicts simmer and boil over. Take it up as soon as they start showing their ugly heads and nip it in the bud. Further, always pay attention to the problem and not the person. Personal criticisms and attacks are not welcome anywhere and under any circumstances. So, absolutely avoid them.
If, as a manager, you are able to resolve conflicts, it will assist you in building good team trust and cohesion. Eventually, productivity will increase, and there will be a uniform forward-looking attitude.
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