In our final post on conflict in the workplace, we address some not-so-hot management practices guaranteed to create a negative environment – the kind where conflict thrives.
Play Favourites
Do you unwittingly always turn to one or two key members of your team when you want something done? It’s tempting, especially when you need results fast and you can count on a particular person to always deliver.
Working in an environment where the boss plays favourites is a top workplace complaint. When staff see a colleague get all the praise, choice assignments and special treatment, it’s easy to become discouraged and resentful. No one likes to feel excluded, and favouritism adds nothing to a team environment.
Developing all your staff is a sure way to strengthen your team, acknowledge them and create a harmonious environment by sharing the workload. Try assigning a task to a newer employee and provide him or her with access to a more seasoned coworker, who can act as a guide for the less experienced colleague. Make sure you thank and praise both parties when the job is done. You’ll end up with a greater pool of talent to draw from as your staff develop their skills, work together towards goals and recognize you value all their contributions – not just those of select favourites.
Don’t share information
Employees need a sense of purpose and an understanding of the bigger picture to be the most productive. While there may be some instances when you can’t reveal an impending change or new direction right away, the more transparent you are with your staff, the more they will feel part of the organization and the less conflict there will be. This is because speculation, gossip and fear (all great conflict generators) fill the void when people work in the dark.
Does your staff understand the role their department plays in achieving overall company goals? Do they know what those goals are? Are they aware how work flows through the entire organizational structure, or do they work in a void? It’s especially easy in larger organizations to forget the role all individuals play in achieving the overall mission of the organization. Conflict between departments is common in an environment when not everyone understands how different departments work together to reach corporate goals.
One company we know instituted lunch and learn sessions, where departments took turns hosting a brown bag lunch for staff from other areas. Completely voluntary, the concept quickly became a popular, standing room-only event. During lunch, the host department member made a twenty minute presentation outlining exactly what the department did, shared their three top goals and showed how their group contributed to achieving and supporting the corporate goals. Eyes were opened, there was less of an “us versus them” mentality between departments, communication opened up, common problems were identified, and a collaborative environment developed.
Give unclear instructions
If you’re like most managers, you tackle a multitude of tasks at a time and so it’s easy to think you’ve given clear instructions, but have you really? Never assume someone will automatically know exactly what you want done, as your definition of results may be completely different from theirs. Take the time upfront to outline the desired result and any parameters you want followed when assigning work. It will save you time and avoid a situation where conflict can easily grow due to a misunderstanding.
Delegating work is an art. Demonstrate you have an employees interest at heart by ensuring they have adequate training before you assign tasks. You may need to invest some time going over a process, but think of the long term benefits of increasing your employees’ capabilities. You’ll end up with a pool of highly skilled staff, who feel energized and encouraged to stretch themselves.
Ignore dignity and respect
An authoritarian style rarely works well anymore, if you want to reduce conflict at work. You may feel the best approach is to bark orders, but behind the scenes, your employees won’t respect you. Why? Because they won’t think you respect them.
All people deserve to be treated with dignity and respect and a few simple changes in communication style can improve even the most difficult situation. Here are a few examples:
- Avoid addressing performance issues in front of other staff – deal with them in private.
- Use “I” instead of “You”: “I need the report by tomorrow morning” is clear and concise. “You better get this to me by tomorrow morning – not late like last time,” does nothing but perpetuate an atmosphere of impending failure.
- Use “We” instead of “I”: “We all need to pull together to get this done,” is more encouraging than “I better see all of you with your heads down working; not just Joe.”
- Look at people when you speak with them. And give them a chance to speak too. Be fair and listen to both sides when resolving a conflict.
- A simple and genuine “Thank You” goes a long way towards developing an atmosphere where employees feel motivated and appreciated, and conflict takes a back seat.