Managing Conflict in the Workplace
Claire Glennon, Human Capital Services : 30th Sep 2008
Unresolved conflict can lead to problems such as lack of commitment, motivation and changes to peoples’ behaviour, which can ultimately lead to a drop in productivity. In the current climate, these issues must be dealt with to ensure that the focus is on managing the business objectives. It is important that a solution is found quickly and that the underlying causes of conflict are addressed to resolve the conflict.
Here are Human Capital Services top tips in how to deal with this:
- Remember that conflict can arise not as a result of what you have said, but how you have said it. When communicating, over 80% of the message people receive is as a result of your body language and the tone that you use – so it is vital to prepare well in advance and consider how you are going to convey your message.
- If faced with conflict - remain objective and calm – this is sometimes easier said than done, however it is an important point to remember.
- Listen carefully to the other person’s point of view – they could be raising valid points that perhaps you had not considered. To maintain a professional working relationship, people need to be able to raise their concerns.
- Know when to end the conversation – a full blown argument is not productive, so it may be better take a break, but agree to discuss the situation when everyone has calmed down.
Finally it is also worth remembering that unresolved conflict can escalate into grievance. The fact that this may be with a member of your family business does not mean that you can ignore it. It is important that there are formal Grievance Procedures in place within every organisation.
At HCS we can advise you on these procedures and to ensure that you do not fall foul of the law. If you have any queries contact us on 01417766456 or alternatively email enquiries@humancapitalservices.co.uk or visit our website: www.humancapitalservices.co.uk.
11 October 2008, webeditor
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