As much as we would love to work in an organization free of disagreements and conflicts, we know we can’t. Note that conflict can be seen as a form of communication that helps us collaborate to solve problems and improve our environments in which to thrive. Conflict is also a healthy and essential part of any relationship, especially at work. It can be easy resolving conflict within the work team, move it over, and force a decision on them. While this is undoubtedly the quickest and least painful way to resolve a conflict, it is not appropriate to introduce team members to conflict resolution techniques themselves. Therefore, as a manager, it is best to rely on your conflict resolution skills rather than your authority.
Causes and Types of Conflict Within the Work Team
- Team members focus on personal (emotional) issues such as jealousy, insecurity, annoyance, envy, or personal conflicts.
- Conflict over goals, tasks, and allocation of resources, such as information, money, supplies, or access to technology.
- The need for better management of diversity, knowing that the conflict is exacerbated, especially in work teams that include multicultural members.
- Low team morale due to external work conditions such as rumors of layoffs or fears of increased competition and its impact.
Methods of Resolving Conflict Within the Work Team
1. Point out the conflict and don’t ignore it
Ignoring conflict and not mentioning it may save someone’s feelings in the short term. Note that the conflict must be referred to quickly, so it does not escalate and increase, ultimately affecting work, speed, and organization. From here, as a distinguished business leader, you must refer to the conflict within the work team by delving into it so that you know the reason. You should also discuss this issue with the team members, and then you should start the conflict resolution process because it is likely that the parties to the conflict will work with each other on future projects.
2. De-escalate the conflict and take time to think
As a successful business leader, you need to calm down and take time to think about the course of action you want to pursue. Also, avoid negative behaviors, such as finger-pointing and insults, strict ultimatums and demands, and assumptions about the behavior of team members. Note that you should refrain from using improvised and ill-conceived methods and go directly to the source of the conflict and discuss it rationally with the work team members.
3. Evaluate the impact of the conflict
After referring to the conflict, as an excellent team leader, you should assess its impact on work and performance. Then discuss it with the team members, who should cooperate and resolve it after reaching a consensus. In addition, assessing the impact of the conflict will help them know the strategic way to resolve the conflict. In addition, at this stage, cooperation between the work team members is vital because it contributes effectively to initiating work on resolving the conflict.
4. Communicate and listen effectively
It is usual for team members to have different points of view, which sometimes leads to conflicts. Therefore, to avoid more of them, as a successful team leader, you must explain to each member his proper positions to define and clarify the issue properly. Effective communication is essential at this stage, so it should remain open, allowing team members to openly discuss the matter in conflict and communicate many of their ideas. Likewise, good communication, practicing active listening, and not jumping to conclusions will enhance the participation of each member of the work team and allow them to rationalize their opinions to achieve more agreement and understanding among themselves.
5. Check facts and assumptions
Once you’ve allowed each team member to explain their position on the conflict, you must check the facts and assumptions. Writing down the complexities of the facts makes things seem more transparent to the task force. Note that if one of the parties to the conflict lacks logic, this may be evident during this step. However, fact-checking prevents irrational rationalizations, arguments, or potential favoritism from team members.
Hypotheses have always been the best way to know what would have happened in a conflict, resulting from preliminary analysis done to resolve the situation satisfactorily. Note that making assumptions can also be a negative step, so a successful leader must make assumptions according to the case; otherwise, conflicts may increase due to wrong assumptions.
6. Form smaller groups and break alliances
Often, workplace friendships can cloud judgment on team projects. Also, team members may need to agree with each other because they fear losing the friendship. Therefore, as an outstanding business leader, you must dismantle these alliances when discussing the team’s final positions. In addition, you have to create smaller groups at work and break up and separate alliances, which enables you to smooth the conflict resolution process and analyze each situation. Thus, by considering all the cases, the business team will better understand the issue and assist in further resolving the conflict.
7. Decide on an agreement and understanding
After allowing smaller groups to discuss conflict issues freely from every angle, points of view change, contributing to resolving the initial conflict. The team can move forward with an agreement or at least mutual understanding by analyzing the rationales and arguments. When your team is ready to make a decision, make a list of actionable steps that can be taken to resolve the conflict.
8. Celebrate success as a team
Recognizing the contributions of individuals in the work team and appreciating their efforts and opinions, the work team will become more cohesive, making them feel satisfied with the work and facilitating the resolution of problems and conflicts. As a strategic leader, celebrate success with your team because team members feeling appreciated and grateful for their leadership strengthens team bonding.
Unavoidable conflicts and disagreements often arise when working as a team. Constructive conflict can help build good communication between team members if handled appropriately. Respecting and appreciating the differences between co-workers is also essential to building a solid team. Thus, resolving conflict quickly and effectively helps maintain a strong and healthy teamwork environment.
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