6 Keys To Managing Conflicts In The Company

Tips to keep in mind to solve this kind of problems in the organizational environment.

Manage conflicts in the company

Companies are always environments based on coordinated work, which has good things and bad things. The good thing is that the coordination of teams and departments can create great things thanks to the synergies generated, and the bad thing is that the need for organization facilitates the appearance of conflicts between groups and people.

That is why it is crucial for the leaders of any organization to develop conflict management skills. Faced with these kinds of problems, the solution is never as simple as making sure everything works perfectly or taking decisive measures unilaterally.

How to improve conflict management in organizations

Each organization is unique and has its own work environment, but that does not mean that there are no basic rules of conflict management that should always be taken into account. In the next lines we will see different key ideas for managing conflicts in the company, and tips on how to apply them.

1. Do not rekindle old conflicts

Conflicts in the context of the company do not occur in the abstract, but emerge through human beings of flesh and blood with their own motivations and emotions. That is why we must prevent the possibility of taking advantage of the present conflict to rekindle old grudges, something more frequent than it seems even in a professional environment.

For this reason, it is necessary to stop changes of subject at the root and insist that everyone focus on the current problem, since its importance requires it.

2. Know how to mediate and adopt a position of neutrality

It is important to empathize and acknowledge the feelings experienced by the people involved, but it is important not to explicitly position yourself in favor of one of the parties, as the simple act of doing so can nullify our ability to mediate.

We must ensure that what we do when mediating is seen within the framework of common interest, which goes beyond individualities.

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3. Claim the value of intermediate solutions

Many times, the proposed solutions do not convince anyone because they do not become exactly what one wanted. However, we must know how to convey to everyone the idea that the fact of achieving an intermediate solution in which everyone wins a little and at the same time gives a little is something valuable.

The reason is that this allows the unity of the team to be maintained without anyone owing anything to anyone, which in the long term has a positive impact on everyone.

4. Nobody wants to be “the loser”

There are times when in order to resolve a conflict, compensation must be given to all those involved, although for some it is symbolic. In this way , the fear that this will be seen by everyone as a sign of weakness that could set a precedent so that in the future their needs and objectives are not taken into account is alleviated.

5. You have to start from the values ​​of the company

If you do not want to convey an inconsistent image of what the organization is, it is crucial not to take actions that go against the values ​​of the organization.

If cooperation is claimed in a company and individualism is rejected, there is no point in solving something behind closed doors, speaking only to a few representatives of the parties involved in the conflict, for example. Otherwise, uncertainty is fed and it is communicated that the company is an unstable environment in which it is better not to place too much hope.

6. It is necessary to take care of what is said and what is done

Another source of possible inconsistencies has to do with solving conflicts only in words, without this being translated into concrete measures. Doing so implies making the mistake of letting these problems be solved unofficially through informal channels, which damages the work environment.

How to gain experience in this area?

As always happens in everything related to skills applied to the company, conflict management must be perfected mainly in day-to-day work in the organizational context. Fortunately, there are also training programs specifically geared towards training in this kind of group intervention actions.

A good example of this are the different courses and master’s degrees offered by universities in this field, which can give you the skills to practice human resources and conflict management.

This training offer is based on an experiential methodology to help put into practice the knowledge shared by the experts who organize the course and solve these kinds of problems in the most satisfactory way possible, taking into account the values ​​of the company in which you work. , as well as the fundamental mediation tools.

Are there professionals who facilitate crisis and conflict management in the company?

For 2 Reasons

In many cases, companies do not have ‘in-house’ professionals specialized in this type of crisis and conflict management. At Por2Razones we are specialized in these situations, combining experience in group psychology with knowledge of business administration.

If you think we can help you solve any situation that has occurred in your company, you can contact us through our professional profile.

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