Working Through Workplace Conflict

When human beings are involved, conflict will often threaten to rear its ugly head. Tools for resolving and managing conflict in the workplace have long since been provided, in order to help facilitate a healthy working environment.

The easing of restrictions under advanced level 3 is good news for the nation, as most people get to go back to work. Although this also means that the risk of infection is higher due to increased foot traffic and movement, it however brings some relief to the anxiety brought about by the pandemic and the hard lockdown.

Returning to work means getting back the routine that made everyday life what it is. However, there is some anxiety and uncertainty that stems from the ‘less-than-normal’ working conditions that we are faced with post-lockdown.  Navigating changes, and the constant awareness of the economic impact the pandemic has had on the nation, may cause some mixed feelings, as the work environment is not what it used to be. Faced with the necessary operational requirements being put in place in line with government regulations, the awareness of the added risk of infection, children going back to school and being exposed to the virus, and the current wave of job loses which is blanketing the country, employees may be increasingly on edge.

Below are steps that may assist in resolving conflict in the workplace:

• Identify the problem. Find out what the source of the conflict is and in what stage the conflict is in.
• Give both sides a voice. Arrange for a meeting and make sure that there is a mutual airing of differences, complaints and negative feelings.
• Work through the differences. This will require time and commitment. Here, the aim is to bring about greater understanding of the parties’ different attitudes, perceptions, and positions.
• Identify solutions. Find a resolution for each issue. The best way to do this is to ensure that both parties play an active role in identifying a solution to the different issues.
• Reach a compromise. When resolving conflict, the aim should be a win-win outcome, whereby both parties obtain their goals through creative integration of their concerns.
• Keep communication channels open.
• Remember to do follow-up in due course.

Although the above steps may not be the solution to all conflicts that arise, it may go a long way in easing some tensions and anxieties employees may be feeling.

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