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Workplace Conflict Resolution

Workplace Conflict Resolutions

It’s a fact of business life. Disagreements, conflicts, and honest differences are present everywhere. For small business owners and the like, the key is this: By dealing with conflicts as motivations for increasing productivity and energy, you can make them change from negatives to positives.

Below are five ways to make workplace conflicts effectual:

People are ready to argue, be opinionated, or complain. Your employees are no different. Keep reading for more information.

  1. Break the ice first

A lot of people are ready to argue, debate, or complain at the start of any conflict. They have come up with their best arguments and are prepared to hash it out – typically without giving the issue any careful thought.

Try to avoid dealing with the topic of the altercation sooner than later. That can get people stuck on their position. What you need is an approach to open a conversation concerning a difficult matter in a non-threatening manner. An icebreaker in this situation is not idle conversation, but a streamlined transition.

For instance, the perfect opener could ask for an individual’s own take on issues both work-associated and positive. For instance, when the conflict includes two employees working on the same project, ask both how they contributed and what they expected to accomplish.

  1. Don’t plainly try to mediate.

A lot of business owners attempt to be unbiased 3rd party mediators when workplace conflicts arise, whereas that is not their role. Your role is to the interests of the business and others that work there, and you require a combination of skills, structure, and competence to express (and enforce) your own view on how things should be run. After all, you are the boss.

  1. Listen more and talk less.

Occasionally what you don’t say is more vital than what you do. Good results come from listening attentively to others. This sends an encouraging message that you are truly concerned. And a better way to understand what’s really happening. For getting this going, try asking an open-ended question. Then listen attentively to that person’s view of things. Immediately re-establish yourself into the talks if it becomes negative.

  1. Use positive language and encourage others to do the same.

Any annoyed business owner knows how easy it can be to lapse into negativity after a conflict arises. Always think prior to speaking. Don’t’ forget, it’s a discussion, not a trial. When keeping the language positive, whomever you’re speaking to is going to likely mirror you.

Even the needs of business can be expressed in positive ways, which is going to lead to a better overall tone.  For instance, you could say, “This is impacting the entire business, and we should address it so we can get everybody focused and back on our goals.”  When keeping things positive, you can work toward ideal solutions productively and effectively.

  1. Strive for SMART solutions:

Your goal is not only to alleviate a situation in the near future, but also to come up with a justifiable solution to the problem. That is where the SMART ideology comes in. The meaning of SMART is as follows:

  • Specific: Be straightforward concerning who is going to accomplish what, when, where and how.
  • Measurable: Establish a way to give notice that something has been accomplished, attained, or completed.
  • Achievable: The solution should fit the situation and be feasible for the employees involved. Don’t set anyone up for failure.
  • Realistic: Verify with calendars for holidays and vacations; examine previous performance to anticipate future actions and allow time for complications and stoppages.
  • Timed: Set sensible deadlines and time frames and offer required tools and support to fulfill those targets.

Put the SMART solutions in writing to keep employees’ recollections in line with what everybody agreed to.

Leadership Consulting By Saletta Leadership, LLC

Michael Saletta is known as the “Master Facilitator” in guiding companies to drive their sales and business strategy.  He is the founder and CEO of Saletta Leadership, LLC and Leadership Partners, LLC, consulting companies dedicated to developing leaders, growing sales, and aligning team performance. Change your business by contacting Saletta Leadership today!

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