Conflict amongst co-workers is a common occurrence in the work place. If there isn’t none, call that a monastery, even where doubt persists about domestic disturbance. We aren’t programmed metallic boxes but people with a myriad of emotions that at times, distracts from some difficult and disturbing disagreements which stem mostly from difference of opinions, when taken personally proves toxic and dismembers from the team. Too often distancing away, avoiding eye-contact, building blocks of hate, digging wells of anger and raising wall of resentment are too many symptoms of this malaise. This further deteriorates to forming allies who would have endured something similar and hence a common thread that connects the complaint. So a tussle between two extrapolates in numbers, and before the situation could be brought into control, its blown away out of proportion as finding a way to settle personal scores can’t find a better timing than the present confrontation. So one versus another turns out to be they vs. them - factions of dissent. And of course, those defectors within the dissenters and add to the woes, the fence sitters. So two embittered employees embroiled in an encounter escalate to the point of livelihood endangerment? Better to sack than put up with the strife? Ridiculous. The best is to resolve. Interpersonal conflicts is a given in our daily walk of life from haggling with a vendor – and hence the disgruntled customer, to the ticket collector in the bus short of change fuming at you for the lack of, and so will it be in an organization. Conflicts can be due any reasons from skirmishes or stress or pressure or plainly put, ego. An argument is usually an assault of words, and accusations hurled out of which conflicts arise in your work and outside work as well.
why should you resolve conflict?
Strained relationships do more harm to the organization and employee engagement calls for a dedicated role. Negotiation is the primary means of arbitration in ironing out the differences in bring out agreement and harmony. Usually the differences are tabled and handled professionally without preference or prejudice thus reaching for a fair settlement. Some are straightened out in the first attempt but some case might have deep roots and hence calls for more time to bring the person/group in the same page. Some really take time to work out a peaceful solution.
when should you resolve conflict?
There is a no stress barometer and neither is an ideal situation. The moment the ugly head of conflict raises, neutralize. Conflict is like gangrene which left unattended can start spreading making other parts dysfunctional. So resolve at the earliest the possible.
how should you resolve conflict?
There are no hard and fast rules. Some seek the formal route and others informal channel. Diplomacy pays. Chemistry works. It all boils down to the skills of the handler in dealing with the opposition through dialogue and diplomacy. The arbiter can earn the confidence of the affected parties through trust and transparency in effectively resolving the crisis. There are other methods as well. Have you come across such a situation and successfully resolved the conflict? Please share your experience.
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