https://pollackpeacebuilding.

com/blog/tips-for-prevention-of-conflict-in-the-
workplace/

https://professional.dce.harvard.edu/blog/preventing-and-managing-team-conflict/

6 Useful Tips for

Prevention of Conflict
in the Workplace
MAY 20, 2022BY VALERIE DANSEREAU
There are many effective ways to resolve conflict in the workplace, but the most effective way of
all is to prevent it from happening in the first place. When there’s conflict in the workplace, it
can lead to tension and frustration, and it can affect other people who aren’t even involved in the
conflict. It’s probably not possible to avoid conflict from ever developing, but here are a few tips
for the prevention of conflict in the workplace.

Free Consultation for Workplace Conflict

1) Respectful Communication
People who work together typically spend a huge chunk of their day together, sometimes even
more time than they spend with their families. Organizations need to encourage a culture of open
and respectful communication and any hint of disrespect, bullying or hostility needs to be nipped
in the bud. Managers should make it a priority to work on team building, because promoting
good teamwork can lead to more productivity, innovation and job satisfaction.
2) Clearly Define Roles and
Responsibilities
Conflict can happen when communication isn’t clear and coworkers aren’t sure of the
responsibilities of each individual. Team members may end up devoting time to the same project
and this kind of overlap may lead to time spent in a nonproductive way. Confusion and
miscommunication can lead to a tense work environment, and team members may blame each
other for failing to meet deadlines. That’s why it’s important to use project management tools to
clearly track who is doing what and to avoid miscommunication or misunderstanding about
everyone’s roles. When leaders clearly define the roles and responsibilities of each team
member, it can help to prevent this type of conflict.

3) Encourage Employees to
Work Together
Encourage clear and frequent communication among team members. This can help to build trust
and make sure everyone is on the same page. Create a work environment where staff members
are encouraged to work together. You can be creative with this. For instance, you might design a
photo wall mixing popular quality photos with employee personal or family photos, creating a
friendly atmosphere. This can increase employee engagement and help team members get to
know each other better.

4) Provide Ongoing Training

It’s a good idea to provide ongoing training opportunities that include topics like having difficult
conversations, giving and receiving feedback, and de-escalation skills. Giving team members
these types of tools can do wonders for preventing conflict from happening in the first place.
Also, when staff members understand company policies against any type of discrimination, it
may help to prevent such problems from happening. While the hope is that there won’t be any of
these types of problems, it’s important for all employees to know who to contact within the
organization if they’re a victim of any form of discrimination or harassment.

5) Encourage Positivity and

Humor
Even though the workplace is a place for working toward business goals, it doesn’t have to be
gloomy and serious all the time. Project an upbeat disposition and encourage positive attitudes
and some light, appropriate humor, if that’s aligned with your personality. While we don’t want
to brush off problems or bury our heads in the sand when conflicts do arise, lightening the mood
regularly may help to prevent conflicts. When team members know it’s ok to relax and have fun
while on the job it can increase productivity and camaraderie.

6) Resolve Conflict Early

The above efforts to prevent conflict can reduce the number or intensity of problems that may
happen at work. But sooner or later, conflict is still likely to occur. While leaders may not need
to intervene at the first sign of trouble, it’s important to not allow conflicts to fester and worsen.
Conflicts that are ignored end up making people less productive and demoralized.

Leaders should be ready to step in if necessary and listen to the different perspectives of those in
conflict. Work together to brainstorm solutions and find a way to return to a peaceful work
environment. If it doesn’t seem possible for team members in conflict to work out their
differences, HR may have to get involved, or consider having a professional conflict resolution
expert step in as a mediator.
Whether you’re dealing with a current conflict or considering training to prevent future conflicts,
reach out to the workplace conflict resolution experts at Pollack Peacebuilding today.

Preventing and
Managing Team
Conflict

When colleagues in the workplace disagree, it can

affect morale and productivity. Fortunately, a few
smart conflict resolution strategies can help boost
collaboration at work.
When a group of people work together, it’s inevitable that, sooner or later, there’s
going to be disagreement over how things get done. But conflicts among team
members must not always lead to low morale, plunging productivity, or bitter
feelings.

A skillful manager with good conflict resolution skills can successfully

resolve tense workplace situations in a way that leaves all team members
feeling heard, respected, and motivated to continue doing their best.

In this blog, we’ll discuss exactly how leaders can do this — by identifying
sources of conflict, developing strategies for resolving conflict, and working
to prevent conflict from arising in the first place. Even in the post-COVID
era in which employees often work from distant locales, there is a way that
managers can ensure that all employees thrive and succeed on the job.
Why Do Workplace Conflicts Happen?
Amir takes pride in his work and sees Maria’s need for daily reports as
“micro-managing.” Mary believes Mark’s frequent offhand comments to be
racist and sexist. Luis and Dianne disagree vehemently about which
approach to take on a project. Priyanka works in marketing but doesn’t get
along with Kevin in accounting, who does his job with different objectives in
mind.
If you’ve worked in any organization, these types of conflicts are the stuff of
everyday life.

They arise when there are clashes of interests, desires, opinions, and
beliefs. They can often be grouped into four broad categories:
 An employee believes he or she may have been discriminated
against or harassed by another.
 Employees (or even departments) communicate poorly, resulting in
inefficiencies and mistakes.
 Employees who work together have vastly different personalities and
working styles.
 Employees in different divisions have opposing objectives and
values.
When conflicts occur, it’s important to address them right away. If problems
are left to fester, they can damage team bonds, sometimes irretrievably.

On the other hand, when managers confront issues quickly and directly,
they can build a positive work culture in which all employees feel
appreciated. That, in turn, can lead to better productivity, more innovation,
and may even make it easier to recruit new employees who have heard
about an organization’s stellar work culture.
What Conflict Resolution Skills Should a Manager Have?
One of the most important skills for any manager is the ability to
communicate. Without that basic skill, almost nothing else matters. Good
communication starts with good listening skills. By taking time to hear what
employees have to say, leaders can better understand what the problem
truly is and how it can be fixed.
Aside from good communication, managers should be curious. They need
a high degree of emotional intelligence in which they are able to empathize
and understand a team member’s point of view.

This emotional IQ should extend to treating people with integrity and

respect, being patient, and not rushing to judgment, asking thoughtful
questions, and staying calm when under pressure. The best leaders are
also good problem-solvers who don’t take sides but look to find solutions
that work for everyone.
What are the Top Conflict Resolution Strategies a Manager Can Use to Resolve
Issues on a Team?
We all know there will be disputes and disagreements any time a group of
humans come together to achieve a goal. When it happens, it’s important
for a leader to know how to deal with it.
Management experts outline these key steps managers can take to resolve
team conflict:
 Keep communication open and clear. Start by inviting colleagues
to a face-to-face meeting in which differences can be aired. Choose a
neutral impartial location like the work cafeteria or a walk outside.

 Listen. Talk with everyone on all sides. Be empathetic to what

colleagues might be feeling. As you listen, pay attention to areas
where there are commonalities in goals, interests, and strategies, as
well as misalignments that might be used in a resolution that serves
everyone’s interests.
  Focus on the problem, not the individuals. Acknowledge that there
is a problem and be patient in taking time to understand every
dimension of what is occuring.

 Identify points of agreement and disagreement. Consider what a

team member’s interests may be, and where there are points of
alignment.

 Develop a plan. In drawing up a plan to help resolve an issue,

establish guidelines and prioritize actions and goals.

 Act decisively and follow through. Once you are able to identify a
potential resolution, don’t procrastinate but act on it.

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Executive Development

How Can Conflict be Avoided?

While there’s no way to completely avoid disagreements at work, there are
ways to reduce the likelihood of conflict.
 Focus on clear communication. It’s imperative that everyone
involved speak to each other openly, clearly, and constructively.

 Approach emails with caution. Because electronic communications

lack the context of tone and body language, they can be dangerous if
they are the primary way in which problems are addressed. It’s best
to meet in person when there is a disagreement. Even when
everyone is on the same page, it’s still always helpful to keep your
emails human and welcoming.

 Create a positive workplace culture. Foster an office culture of

civility. Employees should feel safe about voicing their concerns
about how work is being conducted without fearing retribution.

How Can You Manage Conflict in Remote/Hybrid Environments?

Dealing with conflict in an in-person work environment can be hard enough,
but what happens in hybrid and remote environments where much
communication is conducted by email without the benefit of face-to-face
interactions?

An over reliance on text, chat, and emails can lead to perceived slights,
assumptions, and misunderstandings, just because it’s so much harder to
read the author’s intent.

A few tips that can keep conflict from developing in a remote environment
include:
 Avoid using email to discuss or resolve conflicts. Instead, meet
in person where tone of voice indicates intent, or at least meet via
video conference.

 Provide tech support for remote employees. If remote and hybrid

workers have trouble dealing with technology, it is likely to foment
workplace conflict. Work with your company’s information technology
division, as well as with supervisors to support their ability to
effectively manage remote and hybrid workers.

 Make sure worker schedules are transparent and aligned. Invite

input and discussion about scheduling decisions, and clearly state
expectations.

 Trust your employees. Many managers can’t squelch a nagging

feeling that remote and hybrid workers are slacking off. However,
treating workers like they can’t be trusted will damage morale and de-
motivate some of your best workers. Rely on results and
conversations about workload to reassure you that employees are
performing.

 Coach remote workers. Provide opportunities for remote workers to

connect with each other and build more visibility. When remote
workers build relationships with other team members, it can help
cultivate a sense of trust and goodwill that can help prevent the
assumptions that may lead to conflict.

 Provide a cooling off period when things get hot. When conflicts
do arise, think twice before addressing them in the heat of the
moment. Allow for a period of reflection, providing team members
with written questions they can reflect on. In a later meeting,
 colleagues can be given an opportunity to ask questions and
respond.

 Don’t forget the final objective. Workplace conflicts often arise

because different team members have different ideas about how to
achieve a common goal. Address this problem by framing the conflict
with an organization’s broader mission and values. Those values
should guide interactions and help make a path forward clearer.

In short, conflict among team members is an inescapable part of working

life, but it doesn’t have to lead to acrimony and antagonism at the office.
Using a few of the conflict management strategies we’ve discussed, you’ll
find that you can resolve issues in a way that encourages a positive and
productive work environment.