Conflicts are present in every company. The question is how damaging are those conflicts that you are dealing with.
Conflicts are like fire. They can grow and spread rapidly, and the consequences can be very serious.
So where does everything start?
90% of Conflicts arise based on :
- some kind of disagreements – different points of views or
- not understanding the situation enough or
- lack of definitions
- lack of ownership
- lack of knowledge or
- fear or
- any other rational obstacles.
Only 10 % of conflicts arise because of some kind of intentional misleading and damaging behaviour. Like when somebody because of his personal goal intentionally produces conflicts.
These 10% can produce serious consequences for the whole company, like:
- Loosing business,
- Bad reputation,
- Loss of trust,
- More fluctuations of employees.
- Even criminal acts.
These 10% are usually very hard to detect, because they are manipulating with the communication flow and data. The only way to find out before it is too late is not limiting your communications only to few people. These manipulative people do not like open confrontation, so try to put them to open confrontation where you need to be present and you will be able to form your own opinion. Manipulative people’s characteristic is also that they mostly attack co-workers and not their work. If they are attacking their work they usually say that the person is a bad worker without presenting facts. Having transparency of work will help you see the real picture.
But in general employers like to work and manage their professional goals. The 90% of conflicts can be handled quite easily in 4 STEPS.
STEP 1: Write Rules
Do not expect people think like you do, even if it is about only basic issues. So to avoid different interpretations write rules. Simpler the better. Rules should be understandable by everyone. Set a meeting and present the rules to make sure everybody understands them. Then set the date, when new rules become effective.
From time to time check the effectiveness of set rules.
STEP 2: Communication
Communicate with your team or your employees. Have weekly meetings and make sure that people can alert you to problems. But here you need to be very careful as we do not want the whole meeting be about problems only, because probably not all are that important. To reach a rational goal put limited time only for these topics, max 15 min. You can not save the world with one meeting but what you would like to achieve is that you hear and become aware of problems and conflicts you are dealing with, so you are able to prepare the plan how to solve them.
STEP 3: Use Reward system little bit different
In my opinion this is the most effective tool especially to your managers.
Let your manager give 10% or even less financial monthly reward to one of the team members. This needs to be told in front of the whole team and also told why. This is the way how you will get your manager to listen and track more of what is going on in the team, find benefits and rewards it. If you would like to make this reward system even more demanding, make sure that every month another person is chosen.
STEP 4: Use work traceable system
People do not like writing assignments, work or report how much and what they worked on. It gets even more complicated at Planning work and tracking realisations.
So everybody feels more comfortable not to be trackable, not that they are not working, but to get questions about how and why.
This is a more challenging task for you to overcome.
- You need to present why this is important:
- To get clear work definitions
- To get clear assignments
- Not to double work with somebody else
- To be able to see problems as early as possible
- To be able to learn from mistakes
- To check the similar case and use the best practice
- To be able to optimise their own work
- Easy access to needed information
When they see the benefits they will feel safe and more productive with less stress and conflicts.
Based on our experience in developing Control+, we put special attention to this area to be able to avoid conflicts as much as possible, to be able to detect conflicts before they arise and to give you the opportunity to solve your problems earlier.
SATISFIED EMPLOYEES ARE KEY TO YOUR SUCCESS.