When humans interact, conflict will inevitably arise, and it does not have to be all bad news. Some situations can end up becoming essential to team building. The impact of conflict on an organization can either be functional or dysfunctional. The minor conflicts have created opportunities to address employee concerns that otherwise would be overlooked. Employees having a shouting match during a rush is one such example of dysfunction conflict. Unresolved work-related issues are not suitable for business. Workplace friction of any kind will have a negative monetary impact down the road. To properly handle such situations, follow few rules of thumb I have picked throughout the years.
1- Location Location📍
Before any resolution can happen, pick a location where both parties feel relaxed to be themselves, so take them away from other coworkers’ ears and eyes. that gives people time to scale back their emotions. You cannot have any conflict resolution during the heat of the moment arguments.
2- Alpha 🦁
Recognize your position as a leader in the room. Do not try to be their friend. It never works. Set rules of exchange, no insulting language or inflammatory remarks.
3- Listen👂
Let them speak uninterrupted one at a time, that includes you only listening.
4- Shared Needs
Focus on employee shared and individual wants and needs. Try to get to the bottom of the problem. There are times when the anxiety and pressure of interacting with people are too much to handle. It can be as simple as letting people cool off and focus on operations rather than conflict resolution. Do they need more help on the floor or another cook? These can also because of indirect conflict.
5- Be Patient⏲
Allow time to absorb the information presented. Remember, you are not making any decisions until the very last step. Do not focus on past failures; that is not the time to bring up past grievances.
6- BrainStrom🧐
Create options that work to enhance the work environment for all involved. Use a brainstorming session if need be to come up with ideas.
7- Commitment
Remind employees of their shared commitment to a healthy and safe workplace.
8- Finish Line🏁
The end goal should always be a beneficial agreement for the organization, resulting in greater cooperation between employees when there was none before.
4 Comments
This blog is awesome, it offered insight into conflict resolution I am able to utilize these tools outside of the food service industry. There are different industries that have conflict and could use help with resolutions.
Appreciate your feed back
I think these are great tips!! There can be a lot of conflict in the service industry, and I think these tips should be utilized to their full potential. When I worked in the industry, these could have been very useful! I think being patient is important so you are not reacting to the initial anger when the conflict occurs. Thanks for the share!
Great tips on conflict resolution! As you mentioned conflict could go in two different directions: could be functional and dysfunctional. I like the functional conflict because I do believe that conflict could be beneficial to the team. As they say “nothing gets better without tension”!
This blog is awesome, it offered insight into conflict resolution I am able to utilize these tools outside of the food service industry. There are different industries that have conflict and could use help with resolutions.
Appreciate your feed back
I think these are great tips!! There can be a lot of conflict in the service industry, and I think these tips should be utilized to their full potential. When I worked in the industry, these could have been very useful! I think being patient is important so you are not reacting to the initial anger when the conflict occurs. Thanks for the share!
Great tips on conflict resolution! As you mentioned conflict could go in two different directions: could be functional and dysfunctional. I like the functional conflict because I do believe that conflict could be beneficial to the team. As they say “nothing gets better without tension”!