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Addressing conflicts in good time
Adept leadership is required when conflicts arise. Disputes between team members or conflicts between superiors and employees bog down the operations of a company. They lead to strain and stress among employees, as well as to a drop in performance and productivity at the company level. The good news is that conflicts also have positive functions! They prevent stagnation, point out problems and weak points and can stimulate positive change. However, conflicts can only be used constructively if they are addressed in good time.
Corporate and performance goals should be defined and communicated clearly and comprehensibly. Provide information about all relevant company news in a timely and transparent manner.
Define binding communication rules for feedback, criticism and complaints. Agree with your staff on how to communicate with each other. Regularly look at how implementation is going. In doing so, you contribute to a lively, constructive communication culture.
Decision-making and action competences should be recognisable and comprehensible at all hierarchical levels.
Turn those affected into participants and involve your employees in all change projects.
Your employees can address conflicts more easily if internal conflict management follows a predefined process (if the contact for issues and complaints, as well as guidelines, procedures and responsibilities are known). Also analyse which conflict culture prevails in the teams and adapt conflict management accordingly.
Conflicts and leadership style
Your leadership style has a decisive influence on whether friction, misunderstandings or complications become conflicts – or whether the irritations can be used for improvements and further developments.
Communicate your expectations clearly and unambiguously.
Observe behavioural changes in your employees in a structured way and document them. Ask with a sympathetic interest for possible reasons or for the employee’s perspective.
Have the courage to offer constructive criticism.
Conduct regular feedback sessions with your employees.
Intervene quickly and constructively as soon as you perceive conflicts.
Mediate between the parties and signal that you are impartial.
If you are involved yourself: consult support services (HR department, Movis).
Here you can get support
Movis supports your conflict management. We oversee the course of the conflict professionally and develop solution strategies together with the relevant people (employees, teams, management and the HR department) in order to promote desired outcomes and limit undesirable developments. So the positive side of conflicts becomes visible and growth possible.