Before we can handle clash and fights between employees, we need to know what conflict is.
Most books and articles almost say the same exact thing, “Conflict is not that bad”. Shifting our sights into the viewpoint of an optimistic person, we will see that conflict is a good thing. Not because of the tension that it builds but how it makes an opportunity for growth and development.
Of course, there is a certain degree of conflict that is healthy in the workplace and when to say it’s already toxic. Let’s not put it to the point that the managers will wonder “Why did our good employees quit?”.
Psychologists would say that conflict is a normal thing. Blaming the so-called Human Nature. With different backgrounds and personalities, conflict is inevitable. The workplace is where you get to meet different kinds and types of people. The workplace becomes the breeding ground for conflict and disagreements.
There are things that can cause conflict in the office and it does have its consequences. Loss of productivity, poor employee health, and the high risk of litigation are the primary effects of an unresolved conflict. Any company would do their best to resolve it as soon as possible to get their company back on track.
There are diverse ways of solving conflicts in the office as an HR:
Set the ground rules by asking both parties to respect and be reasonable to each other.
Let them try to understand each individual’s viewpoints.
Ask both sides to describe the problem at hand and ask them how can the conflict be disengaged.
The HR should notice that when this step is happening that employees may use the “you” and “I” statements. They should focus on the behavior problem, not the person itself.
Let each other repeat or restate what the other had said.
This step will ensure the person will get each other’s point. In a similar way make them feel what it’s like to be in each other’s shoes.
Summarize what is the problem and try to get an agreement from them.
Now that you have both sides of the story create a summary accommodating the needs of both parties.
Create solutions that will address the problem.
Analyze each option and make sure there is an understanding between both parties.
Let the parties shake hands, say sorry and let them say thank you before ending the meeting.
It might be a little cliché for adults to do this kind of thing, but it is important for them to end the meeting by reconnecting themselves.
It is normal to have arguments and misunderstandings in the workplace. We should act as professionals and learn to adapt to different people. We should not make mountains out of molehills. Conflict can change the productivity in the office, so we should learn to avoid or at least mitigate them. Always try to build a good relationship with your executive researchers, fellow employees, managers, and your bosses.
