Six ways to reduce workplace conflict
There are some certainties that come with being a human, aside from the whole death and taxes thing. Conflict is one of them.
We’re all guilty of arguing with our spouses, disagreeing with friends, and quarrelling with strangers on the street.
Workplace conflict is no different. Put a load of competitive, professional, driven people in a room, and disputes are inevitable.
That’s the first thing to know about conflict. It isn’t wrong or bad. It’s part of being human. But that doesn’t make it pleasant. When it isn’t handled effectively, it can result in strained communication, loss of productivity, and impaired teamwork.
In a fundraising department, this is the last thing you need.
So, what can you do to keep the peace?
Here are six top tips.
1. Be clear about your expectations
Prevention is better than a cure, right? This goes for workplace conflict too.
As people join the organisation, make sure they’re aware of your operating policies and procedures, and what constitutes unacceptable behaviour. Make sure the policy is on the intranet, in the staff handbook, and pinned up around the office.
2. Implement regular 1:1 check-ins
Take the time to get to know your employees on a 1:1 basis. Identify their stress triggers, find out how they feel in their role, how they like to work, and whether they feel like they belong in the team.
This will help you spot potential issues and cultivate an environment where employees feel comfortable approaching you with issues.
3. Be aware of personality clashes
According to an OPP report, 49% of workplace conflict is attributed to personality clashes.
As a manager, it’s your responsibility to keep the peace. This doesn’t mean you need to force people to get on, but you need to foster a culture where employees recognise and respect each other’s differences in working style, communication style, and emotional triggers.
This is where personality testing comes in.
There are lots of psychometric tools, including the Myers-Briggs Type Indicator (MBTI), DiSC Profile, Riso-Hudson Enneagram Type Indicator (RHETI/enneagram test) and PATH Assessment.
Investing in personality testing will help your team better understand themselves and each other.
4. Train your staff in the art of good communication
Good communication involves more than talking loudly to get your point across. It also includes listening.
Using active listening techniques, like asking questions, restating, and using analogies to rephrase statements should stop things from getting heated.
5. Be impartial
If you have to mediate, remain impartial. Sure, you’ll have your opinions, but you won’t be able to manage the issues successfully if you’re seen to be taking sides. And mind your language. Avoid being judgemental and sarcastic, and be careful when using humour. You may be tempted to use it to defuse tension, but it could be misinterpreted and end up fuelling the flames of resentment.
If you’re struggling to remain neutral, ask another manager or a trained mediator to intervene.
6. Don’t bury your head in the sand
If you clock simmering tension, it may be tempting to ignore it and hope it goes away. But doing so can make things worse. If left unacknowledged, tension can build up, resulting in resentment, staff absence, or worse.
Conflict also has a knock-on effect on the wider team. It can lead to a dip in morale and productivity. So nip it in the bud sooner rather than later.
Are you looking to build a harmonious fundraising team? We can help. Give us a call on 0203 750 3111 to find out how.