Our next few blog posts will cover conflict at work – an issue that affects all of us at one time or another. Today, we look at sources of conflict.
Conflict at work is a big topic.
We can find ourselves in conflict with different people, other departments, ideas we don’t like, unsolicited comments on our work, or simple issues like when we get to take lunch.
Much of the conflict we experience comes from two sources:
- ideas, decisions and actions that oppose our own;
- and personality clashes.
Let’s start with the big one: personalities.
Personality clashes are rarely productive. A clash may start with a dispute about roles and responsibilities and escalate, in extreme cases, to mutual disrespect and ongoing animosity. The conflict may also be the result of two people simply disliking each other for a number of reasons. Perhaps one feels the other is not as competent, and so is compelled to comment on every move they make. Or, insecurity can be the underlying cause, where people feel threatened, or sense a change is coming, and want to cement their role by subtly pointing out the shortcomings of others. Although conflict between people may seem personal, it affects the company as a whole.
Workplace conflict is bad for business.
It quickly results in a loss of productivity and professionalism as the parties involved strategize their next move and obsess about it, often dragging in others to ensure their stance on a matter. As the conflict builds, absenteeism – or presenteeism (being preoccupied on the job) – also takes a toll on the organization.
On an individual level, conflict is stressful and unpleasant.
Anxiety over issues at work can spill over into other areas of life and disrupt personal relationships and overall well-being. The issue can become like a sore, which never heals when constantly picked.
What about conflicts that involves a dispute over business ideas, the direction the company is headed, decisions or actions?
It can be hard to differentiate these from conflict involving personality differences, as often the two are meshed together, especially if the issue has a long history. Although it can be challenging, there is a way to recognize the difference. Ask yourself the following questions:
- Do you get frustrated or angry with the other person all the time, or just when particular work-related issues come up?
- If you feel angry about their views on work-related issues, is your anger unreasonable or out of proportion? Would you feel as mad if someone else in the office had a similar viewpoint?
- Do you respect the other person in any way?
To a large degree, how we engage at work is about how we FEEL (whether you buy into the School of Touchy-Feely or not). If we don’t feel heard, feel bossed around, feel unappreciated or misunderstood – conflict can raise its ugly head. We are human beings with human emotions. It’s how we manage our emotions that help us turn conflict into an opportunity to generate better work practices and initiate positive changes that may otherwise never have occurred.
Next week, we’ll offer strategies to deal with conflict and build a conflict-healthy workplace. In the meantime, consider another way to view conflict – because it isn’t always necessarily a bad thing:
Where all think alike, no one thinks very much.
– Walter Lippmann, Pulitzer Prize Winning Journalist