Just like in a family, a group of friends, a neighborhood community, or any type of organization where conflicts arise, the same happens in the business environment, and this is something intrinsic to the dynamics of any group of people who have similar or different goals. Coexisting in a company creates bonds of unity but also controversies that must be resolved in the best possible way, not only for the sake of the business interest but also for the employee. As you can imagine, this is no easy task, but that is why there are different strategies and professional profiles specialized in conflict resolution at the workplace level.
In this post, we will look at the most common disputes that occur in a company, why they arise, and the steps to solve them. Keep reading if you also want to improve the atmosphere in your work environment!
Workplace conflicts are inevitable when we talk about relationships in the professional sphere, but what can be avoided is that they lead to rifts between employees, unfair dismissals, lawsuits, and other negative outcomes for both staff and management.
These tensions arise from multiple factors that reflect concerns and challenges within organizations. They can be caused by differences in contract interpretation, working conditions, misunderstandings, competition among employees, or disagreements in decision-making, among other reasons. Additionally, changes in the work environment—such as technological transformations, economic fluctuations, and shifts in labor demand—can also contribute to shaking the stability within organizations.
On the other hand, it is worth emphasizing that workplace disputes are as inevitable as they are necessary because when they arise, it means there are several minds at work, bringing ideas or striving to improve certain aspects. In the end, a dormant team only leads to stagnation, lack of innovation, and low competitiveness. Conversely, if everyone takes responsibility for rowing toward a common goal, even with differences but always reaching consensus, greater-than-expected results can be achieved.
As we mentioned earlier, having differences of opinion is not bad as long as there is an intention to reach a common point that benefits most parties. To achieve this, you can follow these steps or strategies:
Conflict identification: Recognize and clearly define the conflict. This involves understanding the parties involved, the differences in their perspectives, and the issues in dispute.
Open communication: Encourage communication between the parties involved. Motivate them to express their concerns and viewpoints honestly and respectfully.
Active listening: Listen carefully to both sides to understand their needs, interests, and emotions. This helps build empathy and identify possible solutions.
Appointing a mediator: In more complex cases or when parties cannot reach an agreement on their own, an impartial mediator can help facilitate the conversation and guide the resolution process.
Identifying common interests: Help the parties identify shared interests that can serve as the foundation for a mutually beneficial solution. This may include improving communication, setting clear expectations, or addressing specific issues.
Generating options: Encourage the parties to propose possible solutions. The more alternatives considered, the greater the chance of finding an appropriate resolution.
Evaluating options: Together, assess the proposed options based on feasibility, impact, and acceptability for both sides.
Mutual agreement: Once an agreement is reached, make sure it is well-documented, including commitments and follow-up steps. Both parties should sign the agreement if necessary.
Implementation and follow-up: Ensure that the agreement is implemented and monitor compliance with the commitments made. If problems arise, address them immediately.
Evaluation and feedback: After some time, review the agreement and gather feedback from the parties involved to ensure that the conflict has been resolved satisfactorily and is not reemerging.
Whenever disputes arise in the workplace, they should be resolved internally, only with the affected parties and without extending the issue to the rest of the team, as this will help contain the problem. In the business field, the professional responsible for resolving conflicts is known as a "mediator" or "conflict resolution facilitator"—a legal profile knowledgeable in labor law whose mission is to resolve disputes through extrajudicial means. This expert is trained to help the involved parties communicate, understand their differences, identify solutions, and reach mutually acceptable agreements. Their main goal is to restore harmony in the work environment and prevent conflicts from negatively impacting the company.
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