Disagreements are bound to happen in business at times, but there are ways to ensure they don’t harm a company’s work environment. Points of conflict between people can actually be a good thing if they are resolved in a meaningful way. They can be an opportunity for growth and better understanding among coworking peers and can even help build relationships. With just a few simple methods, any company can turn a negative conflict into a positive outcome.
The initial onset of conflict typically elicits an emotional response. People naturally get a little upset or angry, so it’s advisable to take a little time to cool off and get clear headed before launching an instinctive retort. Following a brief period though, it’s important to address the issue directly before too much time passes.
More than half of people polled by consulting firm EquiPro International said their instinctive response to a conflict situation is to delay responding and avoid the issue. This strategy really only makes things worse. Animosity likes to grow, festering like an untreated infection. This turns a work-based conflict into a personal one, and it can damage relationships. Instead, talk it out sooner than later.
If the goal is to have a productive, candid discussion with the disagreeing party, then the approaching party needs to first gain understanding before taking the initiative. Otherwise, people tend to become guarded.
According to the Society of Human Resources (SHRM), one should be curious about the other person’s motivations and intentions. Take time to understand their position. By acknowledging the other person’s points, trust can be established.
Intentions should be clearly stated from the onset and the conversation should stay focused on the current issue at hand. Make use of pronouns like “we” instead of “I” or “you” to build a better sense of empathy, and to encourage others to share their viewpoints. Use these perspectives to formulate a range of preferred alternatives to solve the issue.
Real compromise comes from a range of mutually developed solutions to a conflict, not from a polarizing “right and wrong” position. By working together to come up with several potential pathways forward, nobody is left feeling like they’ve been defeated. In fact, now the situation becomes somewhat of a team building exercise because both parties are working to develop the best alternative to a shared problem.
This is what some experts call “good conflict” because it reportedly spurs innovation. Eli Lilly and Company provided one of the best examples of why this is good for businesses. As explained in the Harvard Business Review, Lilly was able to use 14 years of employee survey data to prove that well-handled conflict can lead to an increased probability of technical and commercial success. All it takes is a little training on how to disagree effectively.
Make Conflict an Opportunity
Conflicts are unique in the workplace. They can break relationships if handled poorly or make them evermore stronger if managed properly. Either way, they’re inevitable when passionate people work together. Because of this, businesses should consider adding a little conflict resolution awareness to their training so they can capitalize on these opportunities when they eventually arise.
