How workplace culture can reduce conflict and stress
Workplace conflict is mostly unavoidable.
When you put a group of people together in high-pressure situations, day in, and day out, there are bound to be instances where colleagues do not get along or issues arise from their working relationship.
And with one in four employees citing peers as a leading cause of workplace stress in Champion Health’s latest Workplace Health Report, it’s evident this is still an issue that affects many people and organisations.
But there are ways employees and employers can tackle workplace conflicts before they escalate.
1. Make the culture clear
The most effective way to avoid conflict among team members is by setting out the core values and principles of your culture early on and communicating them clearly.
This can include nice-to-haves, non-negotiables and absolute red lines.
Ensure everyone knows what they must uphold, why they must uphold it and what kind of attitudes and behaviours will not be tolerated. These values must be demonstrated from the top down for it to really become a part of the culture.
2. Reframe confrontation
While confrontation can be daunting, it doesn’t have to be.
Instead of viewing confrontation as negative, it should be seen as something that empowers people to have open but productive, resolution-led conversations.
Give people the communication skills to be able to confidently bring up issues with colleagues in a kind, empathetic and constructive manner. There is no room for aggression in workplace conflict. Both parties need to be respectful and listen to each other.
3. Understand what’s going on behind the scenes
Personal challenges can spill into our working lives. There can be much going on for a person that dictates how they act in the workplace.
So, before a conflict escalates, try to understand an employee’s personal issues or problems, how it could be affeting them at work, and if and how you can help.
Leading with empathy and understanding can defuse a situation and calm tensions.
4. Offer help through training and resources
If conflicts are escalating and people are not able to resolve issues between themselves, external resources – such as conflict resolution training – can make a difference.
Also, offering mental health resources can give people the time and space they need to address the root of difficulties and subsequent conflicts, as well as how to manage them healthily.
5. Communicate and communicate some more
Whether you are in the thick of the conflict or managing it from the outside, communication is key to resolving such issues and maintaining good working relationships.
If we keep checking on each other, keep offering support and make it clear we are not holding grudges or judging someone over a disagreement, we are fostering an open and kind culture where we acknowledge conflict arises but do not let it define our working relationships.
The more we talk honestly, the easier it will become to talk about our differences peacefully and productively.
When it comes to conflict and challenges with our colleagues, we must remember that we are all human. None of us are perfect, and none of us will ever handle a situation perfectly.
Not only this, we all have many circumstances in our lives that influence how we handle relationships and the conflicts that may arise within those relationships. This is why patience and understanding for our fellow humans is essential.
By building a culture based on shared values and empathy, changing the way we see and handle confrontation and focusing messaging and training around positive communication, we ensure that even when workplace conflicts arise, we can deal with them healthily and compassionately.
In partnership with Champion Health
One platform. All areas of wellbeing. Empowering employee wellbeing through data, insight and action
