Conflict Resolution Strategies That Focus on Prevention

Try These Conflict Resolution Strategies to Improve Your Company Culture

conflict resolution strategiesChances are, at some time, you’re going to have conflict among your workforce. Any time you have multiple personalities spending dozens of hours a week together, there are bound to be situations that cause tension and strife. There are, however, conflict resolution strategies that use preventative measures to keep conflict from getting too heated before a solution is found.

While you may never eliminate conflict completely from your team, there are a few conflict resolution strategies that will go a long way to improve your company culture and help your employees know what’s expected of them when it comes to working out their differences. Here are a few ideas for keeping conflict at by among your workforce:

Spell out your expectations: One problem that many employers run into is that they simply neglect to put their expectations into words. You can confront much of the risk of conflict by making your expectations clear. Tell your new employee how you expect them to handle a difference of opinion and the types of language and communication that are not acceptable in your office. If two employees disagree, what’s the procedure? It may seem obvious to you to find a workable solution, but your employees may struggle to decide when it’s time to dig their heels in and when a compromise is preferable to stagnation on a project.

Take a proactive approach: As a manager, you likely already know the potential hot spots on your team. For instance, operations, sales and customer service are natural enemies in the business world. Left to navigate tensions on their own, they can often turn a problem into a major conflict. Division managers can alleviate some of the difficulty by proactively pursuing team-building activities and helping the different teams see one another’s important role in the company.

Should conflict arise, remember WIIFM: Once a full conflict is happening, you’ll want to remember the all-important, “what’s in it for me?” question. Sitting down with the parties involved with the conflict, try to determine the central item that’s at stake for each person. If you can identify their stake and what’s motivating their position in the conflict, you can usually find a way to come to a compromise.

Hire the right people in the first place: It’s hard to find a manager that doesn’t have a story of a supposed dream hire that turned contentious and manipulative after the initial honeymoon period. It happens to everyone, but it doesn’t have to. With a behavioral analysis, you gain objective information about a candidate, including what motivates them and how they would behave in a conflict.

At PI Consulting Group, we work with companies like yours to develop conflict resolution strategies. More importantly, though, we help you create reliable talent management strategies that ensure you’ll hire a candidate that promotes the company culture you’re shaping. Don’t leave the potential for conflict to chance when you can rely on the PI System to help you hire the right person.