Improving conflict management in the workplace

Conflict will always exist in the workplace.

So, what’s your company’s approach to it?

Conflict at work actually has many positive sides. For organizations, it’s an opportunity for organizations to develop better collaboration skills and a more honest culture among employees at all levels.

In a conversation with Melissa Summer on The Myers-Briggs Company Podcast, guest Dr. Gail Fann Thomas explores how an effective conflict management program can help companies create a framework and common language for workers to address workplace communication challenges in a way that’s productive and respectful.

The three types of conflict

Conflict in the workplace usually falls into one of three categories. Task conflict results from disagreements about how to complete specific tasks of a job. In some cases, organizations can benefit from this kind of conflict because it encourages people to share their ideas and can increase efficiency across the board.

Interpersonal and process conflicts, on the other hand, are more challenging to deal with, as they stem from larger issues in the workplace. Interpersonal conflict arises from personality differences.

Process conflict has to do with disagreements around longer-term plans and protocols. Although this kind of conflict doesn’t help an organization, developing a strategy for handling it can keep things running smoothly throughout the dispute.

Dealing with conflict

The most important part of conflict management is to build a common language and framework for employees to use when discussing the subject.

Talking about friction in the workplace can feel awkward at first, but creating an open discourse around the issue gives teams the building blocks to work through issues together and communicate rather than digging their heels in.

If properly handled, conflict can be used to bring teams closer together and amplify their performance as a whole.

Building a conflict management plan

Although there is no one size fits all answer to conflict management, there are plenty of ways for companies to build a more open culture around conflict in the workplace.

Tools like the Thomas Kilman Conflict Mode Instrument (TKI®), are a good way to assess styles of conflict in the workplace. Resources like this can provide insight into the way employees react to conflict, and inform how to best manage differences of opinion and personality going forward.

Next, take a step back to look at the situation. What is your organization doing right? What could you be doing better? Encourage employees to be vocal about the challenges they are facing at work and use their feedback to improve your strategy going forward.

An opportunity or a problem?

For companies that address conflict proactively, it can be a secret weapon.

By treating conflict management as an opportunity rather than a problem, organizations can increase efficiency, boost morale and encourage collaboration across all levels.

Just remember — the best conflict management programs start with listening.

To learn more about conflict in the workplace, listen to the entire conversation with Dr. Gail Fann Thomas.

Also, download our recent research report about conflict in the workplace: Conflict at Work.

If you are interested in the psychology of change in the workplace, check out the first episode of the Myers-Briggs Company Podcast with Sherrie Haynie, Sr. Director of Professional Services at The Myers-Briggs Company.

Stay tuned for the next episodes!