A workplace where people from diverse backgrounds, demographics, values, beliefs, and ideas come together to work for a common objective is bound to have different opinions and disagreements. Studies have indicated that the majority of employees at the global level face some conflict in the workplace. Personality and other structural factors also play a role in conflict at the individual and group levels. While workplace conflicts naturally exist, their management and resolution are equally important and it’s a soft skill that every manager must develop and excel.
The organisations, that do not have robust processes and systems to address conflicts, slip down in maintaining talent retention, work culture, employee morale, and performance. Even though conflict management strategies are important, many organisations have trouble putting them into action in a timely and constructive way. If the conflicts are ignored, may also result in situations where employees vent out frustration in deleterious ways. Many social media posts of employees against organisations or managers condemning their conduct or policies are the outcome of such frustration. In the present generation, their personality traits normally known as dark traits of personality also become the conflict cause. It depends on how they are triggered. Managers need to be extra cautious about handling conflicts generated through such behaviour because the results of such behaviour can be unpredictable.
Passive communication, tone, lack of exposure and engagement, poor behaviour, and mis-understanding among employees are the result of having a diverse workforce. When organisations are high on DEI, they also witness high instances of conflicts. In this era of technology, it has become the norm to write emails expressing conflicts and in short duration, the mail chain involving many persons even those not required have views, arguments, counter arguments, and manager’s comments thus creating an ugly situation in the organisation without reaching to any resolution. Managers should not commit the mistake of responding to conflicts or different opinions through emails. Managers must call the persons involved to discuss the matter one-on-one and close the issue as soon as possible. Writing emails is only a way to vent out frustration. Sometimes language used and mistakes in expression may escalate the problem instead of resolution. The neutral outlook of managers in such situations plays a very important role.
The skill of managers of careful observation, identifying behaviours that are triggering and understanding the same to act before it acquires the capability to escalate, can reduce the conflict situations to much extent.
The cover story of this edition is all about understanding the causes of workplace conflicts, managers’ role in diffusing conflicts, HR’s role in creating a work culture where free and fair communication prospers and many other shades of the issue. The insights and practical guide from industry experts and professionals will be of immense benefit in enhancing the skill.
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