No one likes conflict, but when unresolved workplace conflict affects your teams’ sense of mattering, you have a much bigger problem on your hands.
Disagreements or conflicts in the workplace are inevitable from time to time. In fact, challenging expected conventions or approaches can help evolve processes and be a good thing—until they’re not.
If not handled properly, issues can escalate quickly, putting feelings of Mattering at risk. Whether it is differing opinions on the direction of a project or several people vying for the same role or position. As soon as an issue becomes personal, involved parties may question their sense of value in themselves and their organization, squashing any hope for collaboration in the process.
Example Scenario:Nicole leans more toward the creative side and regularly contributes innovative ideas during team meetings. However, her colleague Theo, who is more practical, often dismisses her suggestions without consideration. Over time, this conflict makes Nicole feel that her ideas and efforts are not valued. She begins to withdraw from discussions, feeling less connected to her team. Nicole’s sense of mattering diminishes without proper recognition and support, affecting her job satisfaction and productivity.
Everyone has a different threshold for conflict. What might be manageable for some can send others spiraling into the Red Zone and impact how they respond to and handle conflict.
Yet the importance of addressing conflicts promptly and effectively cannot be understated. The goal is to acknowledge and address the issue and then figure out a solution to move past it. The longer someone stews over something, the more difficult finding a solution becomes.
The Conflict:Imagine Theo confronting Nicole during a team meeting, accusing her of undermining the project with her constant suggestions and additions. Nicole responds defensively, arguing that her suggestions are intended to improve the campaign and that Theo is too rigid with his timeline. The disagreement escalates, and the atmosphere in the team becomes tense quickly, affecting overall productivity and morale.
So, what are the next steps? Your role as a manager is to help establish a path forward. Make it clear that it is okay to agree to disagree as long as it doesn’t impact the overall objective.
Strategies for Effective Conflict Resolution
Practice active listening and empathetic communication. Be sure to reflect back what you are hearing to ensure that everyone is on the same page.
Create a safe and open environment for discussing conflicts. Establish the rules of engagement. One person talks at a time. Stick to the facts. Do it in person and not over text.
Encourage collaborative problem-solving and finding win-win solutions. Reinforce the connection between conflict resolution and feelings of mattering. Get input from those involved on how they can compromise and acknowledge the importance of the other point of view.
The Resolution:The team leader steps in to mediate the conflict. She arranges a meeting with Theo and Nicole to discuss their concerns. During the meeting, the team leader emphasizes the importance of both planning and creativity in their projects. She encourages Theo and Nicole to find a middle ground where they can incorporate Nicole’s creative ideas while still adhering to a structured plan. They agree to work together to prioritize the changes and adjust the timeline accordingly. Additionally, they establish regular check-ins to ensure that future suggestions can be evaluated and integrated smoothly, without causing last-minute disruptions.
As a manager, you can lead by example to build a culture of mattering through conflict resolution. Establish clear policies and procedures for handling conflicts, walk through this process with the whole team, and then back it up with supportive initiatives such as conflict resolution skills training and celebrating successful resolutions and positive outcomes.
The Outcome:By addressing the conflict directly and facilitating open communication, the team leader helps Theo and Nicole understand each other's perspectives and work styles. They learn to collaborate more effectively, combining Theo’s planning skills with Nicole’s creativity, leading to a successful campaign and a more harmonious working relationship.
When we work at recognizing and valuing diverse perspectives and contributions, we encourage a culture of respect, inclusion, and open communication where everyone can thrive.
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