Ways and rules for resolving workplace conflicts

A conflict is a special interaction of individuals, groups and associations that occurs when their views, positions and interests are incompatible. A conflict has both destructive and constructive functions.

How to resolve a conflict? It is necessary to understand its type, causes and start correcting the situation. There are three ways to resolve a conflict:

• Negative: the parties to the conflict do not give in to each other, the conflict worsens, further aggravation of relations is possible up to their rupture;
• Compromise: the parties make concessions and find a solution that satisfies both parties, the conflict is exhausted;
• Constructive: the parties find a solution that leads to strengthening of relations.

The third way is the most correct, since conflict situations may not recur. In the first case, this is almost impossible. The second way is not a panacea: a compromise can work once or several times, but in the future it will cease to satisfy one of the parties. However, if the parties have a desire to resolve the conflict, then the chances of success are high.

Conflicts between employees arise in almost any company. There can be many reasons: age difference, level of professionalism, outlook on life, personal hostility and much more. In this publication, managers of PAnDiKubiz consulting company will consider the main reasons for conflicts, their types and ways of resolution.

This is probably the most common type of conflict. It is a clash between two people. It could be two of your subordinates who, for example, could not share a client, or you as a manager and some employee. In this fight, two characters, two personality types with their own beliefs and habits, meet. Let's say you hired a new manager, and he quickly made an enemy in the person of another manager, more experienced. It's simple: two strong sales specialists cannot divide the territory. The experienced one is afraid that the newcomer will take away his clients, and the newcomer demonstrates that he has every chance of becoming a leader.

How to resolve this conflict? PAnDiKubiz Cyprus managers advise to clearly divide the client base between managers so that no one is left offended. In addition, you can hold a corporate event or training to unite the team.

Conflict between an individual and a group
This is a confrontation between one person and the rest of the team. Who is this person? A black sheep, a rebel, or a tough boss-tyrant. There can be many options. For example, an employee appeared in your department who is radically different from the rest of the team. A certain part of it wanted to get rid of the new recruit: they can boycott him, weave intrigues, etc. Another example: you came to the position of a manager and faced a misunderstanding of the team.

In the first case, the conflict must be resolved very subtly and gently. If you openly take the side of the offended employee, the rest of the team may not like it. If you leave everything as is, it will look unprofessional. In such situations, all the same proven methods of team building help well. You should unite people with one goal, for example, start developing the company's mission together, and during the work process, unobtrusively indicate that no intrigues and office wars are now allowed in your team. In addition, it is necessary to communicate with the newcomer himself: perhaps he is doing something wrong and behaving incorrectly.

If you are the rejected person, then you will have long and painstaking work ahead of you. It will be necessary to inspire trust in the new team, to show your business and personal qualities. In no case flirt with subordinates and do not play the role of your boyfriend. Just do your job well and open up as a person in moderation.

Occurs in relatively large organizations. Entire departments or several groups of two or three people can be at odds. For example, the marketing department demands money for advertising campaigns, while financiers are against it. The former are confident that contextual and targeted advertising on social networks can bring more profit to the business, while the latter say that this is a risky investment.

In addition, a saboteur may appear in the team who skillfully manipulates people and creates hostile groups. These can be either two equally strong warring groups of people, or several groups fighting against their leader. In any case, such conflicts greatly undermine the team from within. They should be decisively intervened in and stopped. PAnDiKubiz managers recommend offering a constructive solution or at least a compromise that will suit everyone.

As a leader, you must take on the role of a peacemaker in the process of resolving conflict situations. Follow these simple rules, and the solution will appear on its own.

1. You cannot postpone the resolution of an imminent conflict.
2. Try to sincerely understand the point of view of each of the parties to the conflict.
3. Keep the initiative.
4. Always act confidently and calmly.