In an office where different kinds of people work, there’s always a possibility that conflict will happen. Because of that, everyone should be knowledgeable about how to face and how to resolve it. If you’re a leader in your company, then you should be a lot more competent when it comes to this matter. Here are some mistakes that you should avoid if you want to resolve conflicts between you and your employees successfully.
Refusing to Talk It Out
Some managers acknowledge to themselves that there’s a problem, but they don’t initiate talks about it as if it will go away on its own. Small issues can possibly dissipate when the topic is dropped, but when it comes to major conflicts, communication is essential. Being a leader in your organization, you should initiate the talk as well as make it between you and the employee so that you don’t make it larger by accident. Of course, if you can’t talk to each other without aggravating the situation, then an employment mediator could help.
Acting Like the Problem Isn’t There
What’s worse than not talking about a problem is acting as if it isn’t there. Unfortunately, there are those who have the nerve to ignore glaring issues. If you find yourself doing such a thing, stop yourself and remember that this kind of behavior isn’t ethical. At least hear out your employee, see if there’s any merit to the complaint, and then act on it accordingly. Problems get worse when you ignore them and leave them to fester.
Not Admitting Your Faults
Sometimes it’s the employee who’s at fault, sometimes it’s you, and sometimes it’s the both of you. If, in your analysis of the situation, you find that you have a part in the problem, don’t be afraid to admit it. Doing so tells others that you have the humility to confess and possibly make up for your mistakes. What you’ve done might not be good news for anyone, but it’s a start to straightening out the situation between you and the employee.
Making Others Take Sides
There are people who can’t seem to hold their own end of the argument without enlisting the help of allies. Even in the office setting, this happens, and sometimes even managers are the ones who start it. All this does is just make the issue bigger than it actually is; it doesn’t help matters. It’s all right to ask others for advice, but forcing them to take sides is just childish. As much as possible, include only those who are actually involved.
Since you’re a leader in the organization, you’re expected to be the one to move first when conflict arises. In addition to that, you should also be the one setting an example of the right thing to do. Just because you’re in a higher position doesn’t mean that you’re exempt from responsibility. In fact, you have a bigger one than your employees’. Lead your people into growing along with you and the company.
