Having middle managers who aren’t adept at resolving conflict can result in higher staff turnover and an inability to retain your best new hires. As a senior manager, you have to teach those middle managers how to start resolving conflict in your office.
Fortunately, facilitating conflict resolution doesn’t have to be an arduous task; it can become a manageable process with the proper guidance and strategies.
Conflicts in the workplace are inevitable.
They arise due to differences in opinions, perspectives, and goals. However, addressing these conflicts can make all the difference in maintaining a harmonious work environment. As a senior manager, you must equip your middle managers with the necessary skills to effectively address and resolve conflicts.
Here are five comprehensive steps to guide your middle managers in resolving conflicts effectively:
- Identify what each person in the conflict wants: Understanding each party’s underlying motivations and desires is the first step towards resolution. Encourage your middle managers to facilitate open discussions where each party can express their perspectives and desires. By actively listening and acknowledging individual viewpoints, they can gain insight into the conflict’s underlying motivations.
- Diplomatically state the opposing agendas: Once each party’s desires are identified, it’s crucial to diplomatically acknowledge the differences in agendas. Emphasise the importance of respectful communication with your middle manager and maintain a neutral stance to facilitate productive discussions.
- Explore what each side ultimately wants (below the surface level): Often, the root cause of conflicts extends beyond the surface-level issues. Encourage your middle managers to delve deeper into the underlying reasons behind each party’s desires, fears, and concerns. By uncovering these underlying factors, they can more effectively address the root cause of the conflict.
- Celebrate any mutual agendas/goals: Highlighting common ground and shared objectives can serve as a catalyst for finding mutually beneficial solutions. Middle managers should encourage collaboration and teamwork by identifying areas of agreement and mutual interest among conflicting parties. By focusing on shared goals, they can redirect the conversation toward finding collaborative solutions.
- Find a mutually beneficial way to achieve the main goal: Encourage creative problem-solving and compromise to reach a resolution that satisfies all parties’ interests. Middle managers should facilitate brainstorming sessions where conflicting parties can explore alternative solutions and negotiate mutually beneficial outcomes. Emphasise the importance of maintaining open communication and flexibility throughout the resolution process.
Teaching Your Leaders to Resolve Conflict
Effective conflict resolution not only resolves immediate issues but also strengthens team dynamics and fosters a positive work culture.
In addition to providing guidance on conflict resolution techniques, consider offering resources such as workshops, training programs, or access to relevant literature. Encourage ongoing learning and development to continually enhance your team’s conflict resolution skills.
Rather than ignore conflicts on their teams or getting right in the middle of them, urge your middle managers to begin using this process. For a step by step guide on how this process works, download the free chapter from my Amazon best selling book, ENGAGE, click here.
In order to help resolve team conflict, the environment must feel comfortable for people to speak and be heard, read on here.