When conflict happens in the workplace, it can have a damaging effect on productivity and mood. Conflicts that aren’t resolved promptly can intensify and affect everyone around, which can lead to absenteeism and staff turnover. Before conflict happens, it’s a good idea for anyone in a leadership role to think about conflict scenarios that might come up and the best way to resolve them. Here are 4 examples of workplace conflict scenarios.
Misunderstanding and Miscommunication
Conflict is frequently triggered by inadequate communication. When instructions aren’t clear or are misunderstood, it can cause mistakes and that leads to tension or anger. Frustrated workers turn on each other and often believe the other is at fault.
When mistakes happen because of miscommunication, bring the conflicting parties together to discuss what happened what steps need to be taken to prevent it from happening again. It’s important to avoid laying blame or allowing emotions to get out of control. Establish clear expectations for the future.
Conflict Over Processes
When people don’t like the way things are being done, or when it’s not clear who’s in charge, disputes can happen. Team members who can’t agree on work details or goals may be able to work through conflicts over processes and procedures if they’re willing to communicate openly and honestly.
Sometimes there continue to be power struggles and an unwillingness of staff members to work together or compromise. As a leader, you may have to step in if disputes are getting heated and things are getting worse rather than better. You may have to act as a mediator while you encourage team members to calmly have a discussion and brainstorm changes to processes that may help things go more smoothly.
A Staff Member Believes They Have Been Discriminated Against
When a staff member believes they have been discriminated against, their complaint needs to be taken seriously. Discrimination comes in many forms and some of the most common complaints may be about how someone is treated because of race, religion, age, gender, ethnicity or disability.
If a staff member approaches you with a complaint about discrimination or sexual harassment, listen with an open mind and treat them with respect and compassion. Have them explain in detail why they feel they’ve experienced discrimination. Take notes and ask questions. Reassure them that you’ll thoroughly investigate their claim with the help of your HR department.
It’s a good idea to take action to try to help prevent discrimination. Your company should have a written policy that clearly states there’s zero tolerance for harassment or discrimination. Anti-discriminatory training including awareness of unconscious biases should be offered on a regular basis. Team building exercises can emphasize diversity and inclusion and help to prevent conflict.
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There’s a Personality Clash Between Team Members
Personality clashes are probably the most common cause of workplace conflict. People come from very different backgrounds and then have to interact for eight hours a day while sometimes not understanding each other’s perspectives. Unconscious bias may be a factor and coworkers may not be able to put their finger on why they dislike each other. In many cases, personality conflicts continue to intensify if there’s no intervention.
People don’t have to always like each other, but members of the same team do have to work together. Mediation by a third party is sometimes the best way to deal with personality differences.
It is inevitable that there will be some conflicts in the workplace, but you can help to reduce workplace conflicts with leadership development training and coaching. Get in touch to find out more about Pollack Peacebuilding Systems.
