It is only natural that at one point you run into employees who dislike each other. Toxic behavior, as is coworker conflict, has an incredible impact on the positive atmosphere you promote. This is a matter that you have to deal with very delicately since there is a fine line you do not want to cross.
You want to help your employees as best as possible, but you do not want to seem like you are taking a side. So, how do you stay neutral?
Profiles International posted a very helpful list that specifies the outcomes of resolving conflicts in the workplace.
Once you’re made aware of your employees not getting along, there are six possible outcomes of resolving conflict among coworkers.
- Both parties work out their differences, rise above, and move on.
- Both parties agree to disagree, but get past it and move on.
- Both parties say they’ve moved on, but one or both secretly harbors continued ill will. Negativity lurks and performance soon begins to dip.
- One party sucks it up and acquiesces while the other seemingly “wins.” Conflict could continue.
- The “wrong” party won’t budge and needs to be removed from the department and possibly let go.
- The situation damages both workers and both leave.
Here are a few tips on how to diffuse or avoid these type of situations.
Company Policy
Small Business Chron suggests, “Set standards and codes of behavior that strictly forbid aggressive behavior at work. For instance, company policy may prevent an employee from yelling at another employee or using derogatory language at work. If an employee violates the policy, she may be restricted from working extra hours or receiving favorable work assignments for a specified period. By writing clear company policy, you can ensure that your employees know the consequences for violations. That might prevent them from letting emotions get the best of them. As with any new policy or policy changes, provide all employees, managers and shareholders with a copy.”
Keep a Record
It is generally a good idea to keep written records of each incident that breaks out. Notate the reason behind the argument, the date and time and how the issue was resolved. I would suggest all parties to be required to sign and state how they will change their behavior moving forward.
Be Approachable
Frugal Marketing has great advice that is probably the best piece of advice. Debra Confren states, “Have an Open Door Policy. When people, and particularly difficult personality types, feel that you are approachable, they are more likely to keep the lines of communication flowing and less likely to let things simmer to crisis / boiling point. Conversely, employers who “table” every request to talk with, ‘Let’s schedule a meeting for this Thursday at 4:00’ give the impression that they aren’t really interested in staying connected to their employees’ concerns, insights and ideas. People shut down communication under rigid guidelines (and are then more likely to act out in a passive-aggressive or hostile way) . On the other hand, when employers are available, people are less likely to take advantage of that policy, particularly if the employer practices good communication skills and skillfully gets the issue out on the table so that both can quickly get back to work”
Very nice post. I just stumbled upon your blog and wanted to say that I’ve really enjoyed browsing your blog posts. In any case I’ll be subscribing to your feed and I hope you write again soon!
Cool. I spent a long time looking for relevant content and found that your article gave me new ideas, which is very helpful for my research. I think my thesis can be completed more smoothly. Thank you.
Reading your article has greatly helped me, and I agree with you. But I still have some questions. Can you help me? I will pay attention to your answer. thank you.
Your point of view caught my eye and was very interesting. Thanks. I have a question for you.
Your point of view caught my eye and was very interesting. Thanks. I have a question for you.
After reading your article, it reminded me of some things about gate io that I studied before. The content is similar to yours, but your thinking is very special, which gave me a different idea. Thank you. But I still have some questions I want to ask you, I will always pay attention. Thanks.
At the beginning, I was still puzzled. Since I read your article, I have been very impressed. It has provided a lot of innovative ideas for my thesis related to gate.io. Thank u. But I still have some doubts, can you help me? Thanks.
I may need your help. I’ve been doing research on gate io recently, and I’ve tried a lot of different things. Later, I read your article, and I think your way of writing has given me some innovative ideas, thank you very much.
I may need your help. I’ve been doing research on gate io recently, and I’ve tried a lot of different things. Later, I read your article, and I think your way of writing has given me some innovative ideas, thank you very much.
The point of view of your article has taught me a lot, and I already know how to improve the paper on gate.oi, thank you.
Your article gave me a lot of inspiration, I hope you can explain your point of view in more detail, because I have some doubts, thank you.
Your article gave me a lot of inspiration, I hope you can explain your point of view in more detail, because I have some doubts, thank you.