What’s it? Here’s how to do it in 9 steps


Do you know what conflict management is? In today’s competitive universe and strong technological transformations, communication flows with great speed and intensity.

In this scenario, as it often have disagreements or different reasoning about stocks, resource acquisition, behavior, etc. so what we call gridlock is happening. But how to solve? How to administer? Do you need a sector just for that?

Here are some of the key questions on the subject that we have answered in this post. Find out now what it’s like to implement and how to manage conflict management. Check!

What is conflict management?

Conflict management in companies is a set of measures to achieve harmony between employees without affecting productivity, allowing for discrepancies arising in the workplace arising from meeting people with different opinions and personalities. Thus, managing this issue in companies has always been a problem for managers.

We know that conflicts, up to a certain level, are normal in the workplace. However, in order to achieve harmony between employees without affecting business productivity, all attention must be paid to this issue. That is, monitoring the organizational climate and relationships between people is the daily responsibility of the entrepreneur, regardless of the size of his business and the branch of his organization.

How does conflict management work?

Conflict management acts as a control over team differences. Thus, it is generally managed by the human resources sector. The idea is to find solutions that help companies and employees develop work in the face of conflict. Notice how conflicts occur from three different angles:

  • structuring: in some kind of failure in the workflow or in the company’s policy or due to lack of control in changes;
  • For behavior: when an employee appears with some emotional problems or abusive behavior or even a very clear perception among employees;
  • External Influence: When something completely aside affects a company’s routine, like new legislation or force events such as the recent coronavirus case.

What is it for and how to manage conflicts?

Conflict management ultimately serves as an excellent and effective communication strategy. Thus, even in a harmonious environment, it is common to disagreement, so this type of management balances thoughts and actions and allows the company to continue its work.

To apply conflict management in a company, you must basically allocate a professional, preferably HR, to carry out this control. From this, he must implement basic practices to carry out this type of administration.

What are the main benefits of conflict management?

As we have seen, this type of work contributes a lot to the harmony of the team, improving mainly the communication between the employees. From now on, we will see some of the main benefits of conflict resolution.

Improves teamwork

Of course, the harmonious environment is more conducive to development. Thus, this emotional stability helps to engage people, even in situations of more complex goals and objectives.

You can download our motivation and performance e-book for free: what is the role of HR in this story.

Strengthens business culture

Another factor is that a conflict manager should prioritize organizational culture in search of a thought of synchronicity and closing ideas. When everyone absorbs this idea, they enhance the spirit of collaboration around what the company believes.

Increases competitiveness in the market

There is no doubt that discrepancies are a waste of time from a certain point. That is interesting to discuss some aspects of change or evolution, but when it is done in an aggravated way, it ultimately harms the development of the business and, with this, the competitiveness of the company.

Reduces staff turnover and absenteeism

Another aspect of the benefit is that conflict management tends to struggle with the departure of staff. Of course, in the conditions of disagreement and without decisions it is difficult to work, so the employee eventually chooses leave and generates an increase in indices, which strongly affects the budget, such as staff turnover and absenteeism.

How to manage conflict management?

From now on, we will list the nine main steps that need to be taken toconflict resolution in your organization. Follow!

1. Set company values

The first step to managing a company is to define its mission, its values and its vision for the future. These definitions should be clear and transparent to all staff, as they will guide all the behaviour that staff must follow. In addition, they must be respected and protected by all.

From these definitions it is important to emphasize that individual posture should be similar for all. Ethics and moral principles should characterize general behavior, regardless of the position and hierarchical position taken by man.

2. Meet your team

We know that everyone has their own personality. In the process of conflict management, you need to know your employees well. Try to get closer to them, knowing about their expectations, their desires and their personal tastes.

Try to delve into the life of the employee outside of work. Ensuring the safety and care of the future of each of them and their families. Encourage, for example, learning and exercising.

The more sincere you are with them, the closer they will become to you. This will become mutual trust and help in the management of your human resources.

3. Identify problems

This is normal for relationship problems or conflicts to arise between team members. No matter how homogeneous your people may be, differences always exist, and they can cause difficulties in coexistence. A small problem can turn into a serious misunderstanding, if not in time to diagnose it and not to work out its solution.

First, determine where the problem or conflict is. Evaluate the posture of each one, the way you work, how you treat others, and the occurrence of functional errors in the day-to-day. Be careful: the conflict can be well localized, but it can also exceed the boundaries of your company when an employee has contact with external customers or suppliers.

Talk to the subscribers of the person you identified as part of the problem. Take as much information and reliable examples as possible to support it. Also, try to put yourself in each of the participants’ shoes to facilitate the interpretation of the facts.

4. Listen to your employees

Once the problem has been identified and those involved in the conflict are identified, meet with them. Listen carefully to each side, trying not to interrupt during the explanation. If necessary, involve others who are close to those involved.

5. Encourage the participation of all

Encourage everyone to participate in conflict resolution. Explain that this is not a “witch hunt”: the goal is to resolve the issue in the best possible way, with minimal consequences.

We will be clear that we spend most of the day with our colleagues and that for the benefit of both the company and the employees requires a calm, harmonious and calm environment.

Ask each of them to talk about their interpretation of the facts, but to be aware of the possible intensification and escalation of the conflict.

6. Be neutral

Always be as neutral as possible. Listen to all parties and initially do not issue any value judgments. Everyone should understand that the company cannot be sacrificed or affected by preventable conflicts.

Use some methods of driving meetings: Use a board or flip chart to record considerations that you consider important, making them visible to everyone. Also, try to maintain a relationship with the components of the meeting without taking any parties.

7. Make a decision

Always look for consensus. The appeasement of the environment, the attempt to return to pre-conflict status, is the best for the people, the company and the entrepreneur himself.

However, there will always be one situation in which the intervention of a superior in resolving differences will be required. In this case, a decision must be made as soon as possible. Do not take the time to decide and always keep in mind that the best for the company should prevail in all situations.

8. Do the engagement work

Always do the job of interacting with all employees of your company. Try to keep them together and with the same goal: make it clear that everyone is in the same boat and that the success of the company will be the success of all.

If possible, pay attention to the company’s values and the behavior that every Ichananune has. It is customary to give feedback to your leaders. Imagine the progress made, and where everyone can improve.

Another advice is to search the Internet for books, movies and motivational lectures that may be genderand distribute them to your employees.

9. Motivate your leaders

Praise people who maintain good relationships with other people and who perform their tasks with good humor. Positive people tend not to enter into conflicts and know how to maintain good friendliness with everyone.

To further motivate your team, try to do fraternities on important dates and always promote teamwork, emphasizing that no one can stand out in isolation and without the participation of others.

Finally, remember that conflicts can be more intimate, meaning they should not become public under the threat of causing even greater problems. In such cases, prudence indicates that secrecy should be as high as possible and disclosure minimal. The fewer people involved, the better.

Now that you know the basic steps to manage conflict management in your company, be sure to share the post on social networks! Maybe you’re not helping another manager?

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