If you are a manager, it should go without saying you need to minimize conflict in the workplace. This is especially true before an issue escalates. Conflict can not always be avoided, and sometimes it’s a necessary beast. Competition can lead to some amazing things when done constructively.
A manager is tasked with finding that fine line between healthy conflict and negative altercations that could cause problems. Another essential skill is a manager’s ability to sense a negative conflict and address it before it escalates in the workplace.
When dealing with conflict in the office, the right approach can mean the difference between a fair exchange and a heated debate. A healthy exchange of opposing views makes way for disagreements that lead to both sides gaining something from the encounter. You will likely want to be right regardless of the situation, but the critical thing is to keep your composure. Here we will discuss some ways to prevent the escalation of any workplace conflicts.
You Do Not Always Need to Be Right
As you grow, you will learn things to help you get further in your journey. We understand that we do not always need to be right to come out on top. There are several situations in life where it is okay to be wrong—but you have to go about it in the right way. The way you approach being wrong will determine how it is perceived on your end in the long run.
Knowing when to concede is crucial in the game of life. Nobody is right about everything, and it takes an adult to acknowledge that while debating a topic you feel strongly about. Just because you were wrong does not mean you didn’t have significant input into the discussion. Life is about being humble when you’re right, acknowledging when you’re wrong, and preparing to take appropriate steps to correct yourself for the better of everyone in the future.
Do Not Overgeneralize Things Someone Does
We often fall into a dirty little habit in the workplace. We tend to categorize things our fellow employees do as good or evil and over-generalize them when critiquing performance. When you start an argument with either “you never” or “you always,” you lead yourself down a potentially dangerous path.
These phrases tend to trigger a defensive reaction automatically from your counterpart and usually lead to an argument that is not healthy. These over-generalizations are unsuitable because even if it was meant with good intentions, it spotlights one person above or below their fellow workers. This type of conversation can lead to more significant problems if not addressed immediately.
Never Attack the Character of a Person
This is just as bad as over-generalizing what others do and do not do. When you attack a person’s character, you are directly taking a shot at them as a person. This may be an attack on their work ethic or another part of their life, but nothing good will come of doing such a disrespectful thing.
It is wiser not to judge a person and attack their character but to discuss your issues respectfully. Just because you disagree with the approach someone takes in doing something does not make them automatically wrong. Part of being a good worker is making the people around you better.
Do Not Point Your Finger at the Other Person
When you find yourself in a conflict, it is crucial to improve the situation. In the heat of the moment, it can be enticing to point the finger and express that you have no fault in the matter. Part of this process is acknowledging your errors and working with the other party to find common ground.
Accountability is a big step in coming to a resolution. Compromise will eventually offer a way to agree on something while building workplace relationships instead of souring them. It takes two to make a civilized debate out of an uncivilized argument.
Be Understanding of the Emotions of Others
No two people think alike, so expecting everyone to view a particular situation the same way is a recipe for disaster. We prefer how we feel about things, yet we often fail to consider this when dealing with how others feel. It is wise to think of the emotions specific topics will produce in people. Try not to press on people’s feelings to make a point. It will make you look immoral and ineffective in resolving your issue.
Knowing if something is striking a particular nerve will be vital in keeping the conflict in the workplace at a minimum level. It is good to show emotions in what you do—but if those emotions are creating conflict toward others and stirring up negative emotions, you need to know when to back off.
Try to Be Assertive, Not Defensive
It is imperative to get your point across when discussing conflict in the workplace. However, it is not a good idea to start getting defensive about everything the opposing party lays out. Being firm while listening and considering what everyone is saying is an excellent quality for resolving conflict.
You may disagree with what is said, but it is crucial to keep a neutral mindset and not be overly defensive in your responses. You will gain the attention and respect of your counterpart with a precise and level-headed rebuttal of their views.
Try to See Both Sides of the Argument
Sometimes it’s as simple as understanding an issue you are discussing. It can be easy to get lost in the thought of the other person being wrong. Well, you may have valid points to your argument—and so may the other person. It’s crucial to keep an open mind when discussing your workplace conflict. Going into a debate with a clear mind and the willingness to see another point of view will put you in a more significant position to prosper from this conflict.
There is no shame in being on the same page with others. Understanding where a person is coming from is an excellent quality to have. Seeing the other person’s viewpoints will not only help your team grow as individuals working together, but it also will show personal growth.
Hire Qualified People For The Job
Hiring employees who can handle situations like these ensures that you are cultivating a friendly, synergistic work environment for all. Alternatively, you can consider Work Place De-Escalation Training for your employees. This self-conflict resolution training will lead to a stronger team at work with the capability of accomplishing more than they would if they could not resolve these conflicts amongst themselves.
If for any reason you do need to step in, however, be moderate as you see fit and make sure to use good conflict de-escalation techniques. You are the last line of defense if all else fails, so be ready to play mediator if the need arises. Following these guidelines for preventing further conflict in the workplace will go a long way in establishing a solid core group of workers for your business.
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