A lot of things are bound to happen in the workplace.
Regardless of your work environment, one thing is sure to arise from time to time – conflicts!
Within your career progression, there will be times where you will experience conflict with a subordinate, colleague or manager.
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Types of actions that cause workplace conflicts
Workplace conflicts can fall into several categories:
Interdependence conflict
The responsibilities of one employee usually feeds into those of another. For example, the sales figures for a certain period, which may usually be prepared be a sales executive would have to be imputed for an accountant to use to calculate income statements, which would in turn, have to be utilised by a Chief Financial Officer to make recommendations to the Chief Executive Officer.
Therefore, if one employee consistently fails to complete their responsibilities on time, it can lead to discrepancies, delays, inefficiencies in the workflow, and eventually conflict between those workers.
Style differences
Different people have different styles of working. One individual may have a task-oriented, autocratic style of leadership where the focus is one getting the task completed in a systematic way. The other individual may employ a people-centred approach, where views and opinions from the wider team are considered, before deciding what to do.
Background conflicts
Employees with different age, gender, lifestyle and personal experience backgrounds can make collaboration challenging. For example, millennial and Gen X team members may have conflict in terms of problem-solving, approaches to authority and technology use.
Poor communication
In a team for example, where there are no clear cut answers in terms of goals, responsibilities, accountability and leadership, there will be conflict. Similarly, lack of proper communication in terms of instructions or direction from managers to subordinates can cause inaccuracies.
Personal grudges
Usually, when an employee harbours feelings of frustration, anger and resentment over a period of time, this negatively affects future working relationships.
Personality Clashes
When employees do not understand their personality differences, or are unwilling to accept them, judgments about a person’s character forms and working collaboratively becomes futile.
Ways people deal with conflict
There are several ways people in the workplace deal with any conflict they’re experiencing. Often these come down to their personality type, as well as the degree of conflict.
Avoidance
People who are non-confrontational types would prefer to leave a tense situation well alone. For them, the issue may be too trivial to address and they may tend to focus on work instead.
Accommodation
Similarly, the non-confrontational type may adopt an accommodation approach where they grudgingly go along with opposing suggestions just to maintain a calm environment.
Dominating
Usually managers, who are in the position to get their way in a conflict would dominate the situation to turn things in their favour.
Compromise
Both parties may reach a mutually benefiting arrangement by negotiating a give and take scenario. This method is efficient, yet doesn’t always provide a long-term solutions as emotions may continue to linger, even after a compromise.
Mediation
This method of dealing with conflict involves having a third party intervening to consider the views of both sides and decide upon a suitable course of action.
Arbitration
Arbitration is a legally binding process, where parties involved in a high level of unresolvable conflict agree to adopt whatever resolution is decided by a third party.
Collaboration
This method of conflict resolution is highly effective, though time-consuming. Taking a collaborative approach, team members are committed to resolving their conflicts, even if it means putting aside different styles, backgrounds or personalities for the success of the team. This method also involves listening without judgment, and employing effective communication to build trust, growth and clarity.
Managing conflict to your with your boss
If there is a serious issue that is affecting your productivity, you should definitely bring it to your manager’s attention and try to get resolution by using the following steps:
Analyse the issue beforehand
Consider the situation that you’re facing. Is the issue really with your boss? Or perhaps you are unhappy with your role within the department? Before you go asking for meetings to discuss matters that may not involve your boss, ask yourself what is the underlying reasons for the predicaments you’re facing.
Ask for a meeting
If the issue does involve your boss, be specific about what your concerns are. When speaking to your boss you want to be as clear and concise as possible. Narrow the issue to what it is and how it’s specifically is affecting your performance.
Leave your ego at the door
Leave your ego and emotions out of any discussions with your manager. Instead own the problem and never attack your boss for previous grievances. You can start by mentioning, “I am having problems with….” Or “I feel frustrated when”, instead of, “You make me feel…”.
Make the issue focused and relevant
Indicate how the issue is hampering your output and how you think it affects the entire department.
Listen to their comments
Take ample time to listen to comments or questions your boss will pose at you. If there is going to be an even resolution, you should prepare for an even discussion. Your manager may explain why certain things happen and offer their own perspective on the matter.
Offer a solution
Show your boss that despite the challenges you face, you have potential solutions which could make you more comfortable and productive at your work. Once you’re boss sees you offering potential remedies, they are likely to meet you halfway.
Keep your performance up
Once the meeting is over, it is critical that you do everything in your ability to keep your performance up. Demonstrate your value to the organisation, as well as to your manager you’re making an attempt to make this position work and restore a healthy working relationship.
Tips for managing conflict with your manager
- Remember, your boss would not dedicate the time to alleviate trivial matters. Only seek to address serious issues that has significant company implications.
- When speaking to your boss, always maintain your calm and composure.
