Establish a conflict management culture
In a conflict management culture, employees agree to disagree but also agree to manage conflicts early on and to resolve them openly and, preferably, according to a commonly agreed procedure.
Once you accept that there can be disagreements, then you can talk about what’s important. This can help the workplace develop in a positive direction and at the same time reduce the risk of conflicts occurring.
Get to know each other
If you know each other well, it will be easier for you to approach each other if there are problems, disagreements or conflict. Social events and casual talks during the workday will allow you to get to know each other and will create trust and respect among you.
Respectful communication
The way you communicate with each other at the workplace says a lot about your workplace culture. Ask yourselves:
- Are we respectful in our communication? Do we highlight positive things about each other? Or do we talk about all the things we don’t like about each other?
- Do we think of our differences as a resource, or as a problem?
- Are we tolerant in our communication? Or are we aggressive and irreconcilable?
- Do we highlighting the negative things about our workplace, or do we talk about our successes and the good things about our work?
- Do we remember to acknowledge and give praise when we succeed?
Make demands on the way your employees communicate and behave. Not everyone can cope with a tone of communication that is firm but caring. Consider new employees, in particular, and adjust your general tone of communication to suit ‘the lowest common denominator’.
Establish clear ground rules
Make it clear that an open attitude and willingness to understand one another are important ground rules for collaboration. For example, it should be generally accepted that errors should not be met with anger, and that everyone is doing their best, but in their own way. As a manager you should lead the way and be a role model.
Clear goals and visible management
If you have clear goals and values, everyone is more likely to work towards the same end and understand decisions that are made. Every manager and employee should be clear about the direction the company is moving in. With visible management and clear values, everyone can work towards achieving the common goal.
Division af responsibillities and roles
Conflicts can arise from conflicting demands on employees, the organisation of work or the division of responsibilities and tasks. Make sure there is a fair distribution of resources and division of responsibilities. If resources are limited, you should prioritise the common good. This will lead to greater understanding and acceptance of the decisions you make.
Make sure there is clarity about roles and responsibilities as well as about individual and collective goals. This will make it easier for you to see whether there are conflicting demands and address these.
Clear information
If you communicate regularly about matters of significance for your employees, you’ll minimise the risk of conflict, because your employees will feel secure. A good meeting culture will ensure that everyone receives important information and can exchange experience and balance expectations, as well as talk openly about problems.
Explicit plans
Too many short-term solutions and too little planning can occasion conflict because employees feel insecure. You should therefore plan tasks, working hours and new working procedures.
Ensure good instruction and training
Good instruction and training make sure new employees know their tasks, what is expected of them, and they know their conditions and responsibilities. You should also introduce new employees to their colleagues. The quicker a new employee becomes a part of the group the better.
Read more
- Conflicts between colleagues - the whole section
- Offensive behaviour
- Conflict with customers
- Violence and robbery
