10 Ways to Reduce Conflict in Your OrganizationPosted by Whitehead Laustsen on February 27th, 2021 Conflict, like death and taxes, is inevitable. This is especially true in the present diverse environments where people might have dramatically different values, communication styles, work styles, and personality types. Fortunately, conflict doesn't need to negatively impact our way of life. In fact, many organizational conflicts could be prevented, or at least minimized, whenever we take 10 proactive steps. 1. Provide conflict resolution training. You can decrease the negative impact of conflict by helping employees develop the skill sets they need to successfully resolve the conflicts that happen in their lives. More Help gives people more confidence inside their power to resolve both personal and professional conflict. It also makes people far better at addressing minor conflicts since they occur, rather than letting them become major distractions. 2. Provide communication skills training. By providing communication skills training, employees can increase their ability to communicate effectively with a diverse variety of individuals, and manage the communication conditions that tend to be the hub of organizational conflict. 3. Help staff develop positive work relationships. Give employees an opportunity to get to know each other better, and to feel at ease one another. This can be done by giving opportunities for social interaction over a continuous basis, by offering assignments that put staff into experience of people they don't normally connect to, and by providing cross-training opportunities. 4. read review . You can significantly improve team relationships and gratification with the team development process. Such activities present an potential for associates to get at ease one another, to identify acceptable behaviors and modes of interaction, and also to figure out how team problems and conflicts will probably be resolved. 5. Develop strong communication channels. You can improve communication in just a team or organization by strategically employing informational and problem-solving meetings, through employing a diverse range of organizational communication tools. look at this site include face-to-face discussions, e-mail, texting, videoconferences, online meetings, bulltinboards (both physical and electronic), voice mail and faxes. 6. Create an atmosphere that encourages participation. This can be done through formal employee involvement programs including self-directed work teams, and suggestion systems that request employee input and reward people because of their participation. This is especially important because researchers have consistently shown that employee involvement programs use a positive influence on both individual and organizational performance. 7. Provide conflict mediation practicing leaders. No matter how hard you choose to work at reducing dysfunctional conflict (conflict that hinders performance and prevents from achieving organizational goals), sooner or later it's going to occur. Therefore, organizational leaders should develop their conflict mediation skills for them to help employees resolve the conflicts which will inevitably arise. 8. Provide third-party conflict mediation services. There will probably be times when a manager or supervisor cannot mediate a conflict between employees. During these times, it helps if employees feel they've got a professional, objective third-party where they can confidentially address a conflict situation. 9. Make sure workers are clear about organizational goals and priorities. Generally speaking, conflicts occur because of differences over facts, goals, methods or values. By ensuring that employees (particularly the people in certain work team) are on exactly the same page regarding objectives, priorities and plans, you are going to limit the chances that dysfunctional conflict will occur because of differences over facts, goals or methods. 10. Treat everyone fairly. This may seem obvious, however, many managers are accused of preferential treatment, which is incumbent upon organizational leaders to ensure they are behaving within an egalitarian fashion. Even the appearance of preferential behavior can cause conflict situations.Like it? Share it! More by this author |