When dealing with unique personalities, genders, backgrounds, etc., there is bound to be conflict in a team. The matter is that most individuals do not like to take care of conflict, but it can actually be helpful. Conflict arises when there are opposing viewpoints or activities between the group members. It can be something as straightforward as a disagreement on a minor change in a procedure to friction over a significant initiative that someone wants to implement.
Irrespective of the issue, the best approach to deal with conflict is for staff members to discuss the issues openly and fairly. Instead many people want to avoid these essential conversations at all costs, or directives have been put in place at the corporate level that can not be shared with everybody. Keeping lines of communication open at all levels reduces friction, gossip, and rumors. To do it correctly, the messaging needs to be not only accurate, but consistent in its presentation and content. Too often, communications are vague and misleading which makes the battle even bigger than when it started out.
The other issue is that certain companies have cultures where battle gets”brushed under the carpet.” This can also result in incorrect speculations and potentially fear within the group. Leaders will need to comprehend each team member’s perspective on an issue and get his or her feedback. They could be perceiving the conflict completely different then what is actually happening, or they are possibly interjecting their past into the circumstance.
The best way to begin resolving a conflict is to make sure everyone understands the root cause of the disagreement. There may need to be several discussions about this to finally get to the real issue. The team then has to understand that everyone may not have exactly the same opinion on how to deal with the conflict, but it needs to be agreed upon that each person has an opportunity to voice his or her opinion and be respected.
The final outcome should be one where everyone feels it is a win-win resolution. It probably won’t be a 50-50 win, but at least Port Orange Wildlife Removal should believe that they have been part of the procedure, and they are willing to forgo some things for the better of the staff to be able to create a more cohesive work environment. If all else fails, bringing in a third party, i.e. human resources or adviser, may help for larger conflict resolution.