Conflicts in the workplace are bound to happen at some point. Whether it’s due to differences of opinions, clashing of personalities, changes in company policies, or resource scarcity, disagreements that are left unresolved can disrupt productivity and impact office morale.

Workplace conflict can manifest in different ways:

• Disagreements and disputes
• Loud and angry confrontations with verbal abuse
• Refusing to communicate and collaborate
• Physical violence
• Passive-aggressive hostility
• Undermining others and seeking revenge

The time spent resolving workplace conflict are crucial for completing work and reaching objectives. However, if the resolution brings substantial advantages, this time investment may be considered worthwhile.

Whilst conflict at work is unavoidable, there are ways to help restore harmony, engagement, and collaboration. Here are effective strategies to manage workplace conflict.

1. Confront the issue

Ignoring the problem won’t make it go away. Suppressed feelings about the issue might blow up unexpectedly and cause more significant damage in working relationships. Tackling workplace conflict requires direct confrontation. By openly addressing the issue, you can clarify misunderstandings, express concerns, and work towards a resolution.

2. Consider the timing

When dealing with conflict, timing is key. It’s best to avoid addressing the issue while people are still angry or emotional. Individual conversations can be a helpful first step in cooling tensions and gathering information. People who are upset may not be able to make rational decisions or find common ground just yet.

3. Provide a safe space

Ensure a safe environment where employees can report conflicts without fear of reprisal. Provide confidential methods for reporting issues. Develop clear steps for handling conflicts, including mediation and formal complaint procedures. Make sure these processes are accessible and credible.

4. Gather information

Determine the underlying issue to get a clear and objective view of the situation, including the factors that escalated it. Have a one-on-one conversation first with the parties concerned and ask questions about the source of the conflict. By gaining a comprehensive understanding of each person’s perspective, you can establish a common ground for moving forward.

5. Listen actively and without prejudice

Maintain a clear focus on the issue and be conscious of any preconceived notions that might be fuelling the conflict. Listen carefully to what each person is saying and give equal time to express their concern. Encouraging honesty will help them feel heard. If you’re the mediator, stay assertive and keep the conversation on track without letting emotions take over.

6. Investigate independently

Following the initial conversation, conduct further research into the conflict. Gather more information about the events, people involved, and the overall circumstances. Do not make premature judgments based on the information from the initial meeting. This will give you a more rounded and unbiased perspective of the conflict.

7. Agree on a common aim

Following your investigation, define a shared outcome. This goal should bring everyone together and provide a starting point for finding a resolution. Meet with both sides to discuss this objective and generate potential solutions to resolve the conflict. Be receptive to all ideas.

8. Work out a solution

Develop a practical solution based on the agreed-upon objective. This should address the core issue fairly, without favouring either side. Clearly communicate each person’s responsibilities in implementing the solution and make sure to identify the underlying cause to avoid future conflicts.

9. Assess your company culture

Workplace conflicts can arise due to poor company culture. Perhaps it’s time to evaluate where company policies or procedures might be contributing to the conflict and make necessary adjustments. Cultivate a positive work environment that encourages open communication, teamwork, and respect. Provide mental health resources and support for employees affected by conflict, such as counselling and stress management initiatives. Offer regular trainings on conflict resolution. This should be open not only to managers but to all employees as well, so they’ll have the capabilities to address conflicts on their own without having to escalate it unnecessarily.

10. See conflict as a learning opportunity

Conflict can be a catalyst for learning and development. Healthy disagreements can even benefit a team. Analysing conflicts helps identify areas for improvement and prevents future issues. By asking thoughtful questions, teams can identify opportunities for improvement and innovation. Successful leaders transform challenges into advantages for the company.

Partner with ASW Consulting: Trusted Recruitment Agency in Vietnam

How you handle workplace conflict can make all the difference. By implementing these tips, you can improve your conflict management skills and turn these incidents into opportunities for growth.

As a dedicated headhunting company in Vietnam, ASW Consulting understands the importance of a strong and cohesive workforce. Our team of experienced recruitment consultants can help you find and retain top talent who can contribute positively to your company culture.

Let’s work together to create an engaging and productive work environment. Contact us today to learn more about how your organisation can benefit from our services and resources.

 

Related blogs:

The Secrets to Happy, Engaged Employees: Well-being Programs in the Vietnamese Workplace

Work Culture in Vietnam: Insights for Job Seekers and Professionals

How to Assess Cultural Fit for Building Successful Teams in Vietnam