Workplace conflict costs time, hurts productivity and can cripple morale. Here's a quick blueprint to help managers deal with these personality clashes early and effectively.
Conflict resolution consultant Diane Adalbert, speaking the the recent Society for Human Resource Management (SHRM) conference , says one huge key is for managers to intervene in disputes as early as possible.
That means that:
Two common underlying issues
Identity : Identity issues often represent a difference in values. Example: One worker may value good people skills, while another is solely focused on getting the job done - no matter whose feelings get hurt along the way.
The conflict arises when the two parties focus only on their differences.
Here's how managers can deal with identity issues.
Through a joint session between the workers and the supervisor,
Style differences : These conflicts concern the way different employees process information and communicate with others. They include each individual's speed of thought process, attention to detail, and whether they compute information in a verbal manner or internally.
An approach for managers:
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