Conflict Resolution in the Workplace

Arguments, misunderstandings, and miscommunication remain some of the biggest timewasters in the workplace. Employees who cannot coexist peacefully—let alone work together peacefully—often spend a lot of hours complaining, gossiping, and being anxious over interpersonal strife. Every minute spent on “drama” is a minute of productivity lost by the employer.

Once it’s obvious that discord within a company is damaging the bottom line, the employer must step forward and try to reach conflict resolution. One important resource for conflict resolution is an employee leasing company. Why? Because sometimes, conflict between your employees can have legal implications involving harassment, discrimination, and employee rights. An employee leasing company that should consult with you about employment laws regarding these sensitive topics and more.

On top utilizing the services of an employee leasing company, employers can get together with their employees and discuss these common conflict resolution strategies:

• First and foremost, discern if the conflict is infringing on any employee’s legal rights and consult with an employee leasing company and/or your attorney for advice.
• If the conflict is simply the result of flared tempers or miscommunication, ask all parties involved to meet with at least two supervisors for a group discussion.
• The conflict resolution rules for this meeting are: try to see the other person’s job as they see it, try to sympathize with the pressures they face, and take everyone’s individual personalities into account.
• Backstabbing criticism and gossip are not allowed during the conflict resolution process.
• Each person involved in the conflict should get a turn to specifically describe his or her complaint.
• If it appears that some of those involved in the conflict do not belong in the meeting, remind employees to avoid conflict that does not directly impact them or their job descriptions.
• Ask everyone to express what they hear the “other side” is describing as the problem.
• Steer employees away from “me vs. you” and toward “all of us vs. the problem.”
• Name calling and other character attacks are not allowed.
• Counsel employees on the fact that sometimes, conflict is the result of someone simply having a bad day or personal issues.
• Try to find common ground among the employees and ask if there’s anything in the conflict that all of them can agree upon.
• Explore potential solutions and alternatives to the conflict.
• Agree on a plan that meets everyone’s needs.
• Employees do what they agreed to do.