The Manager Superpower: Conflict Management with Example Scenarios
Dealing with conflicts can be a tough part of being a manager. Knowing when to intervene and when to let the issue resolve itself can consume a lot of a manager’s time. Sometimes, it will be necessary to intervene for the sake of the team’s success and trust. In addition, building up a strong team culture of respect and care for one another can help prevent future conflicts.
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When Should I Engage in Conflict?
Not every conflict will require your direct attention. Some conflicts will solve themselves, such as simple drama between coworkers. Other conflicts will need your attention. It’s important to engage in conflicts that affect the team the most and are hindering the productivity of the group itself. Consider the following examples:
Two coworkers have not spoken to each other in a week because of an argument
One employee got into an argument over a hiring decision for the team
An employee is spreading rumors about a team member, and now that team member is refusing to come to work
Each of these problems varies in severity, but the root of the issues remains the same: lack of trust and support from the team. As a manager, it is essential that you foster a close bond amongst the team, not only to increase productivity but to make sure everyone feels welcomed. Now, let’s go through each problem listed above and how to intervene for the team.
Examples of Intervention
Now, let’s go through each problem listed below and how to intervene for the team.
Two coworkers have not spoken to each other in a week because of an argument
In this situation, it is important to remember that the employees are displaying emotions and there may be instances where they yell at one another when you intervene. Therefore, it is important to approach the situation with empathy and an unbiased opinion. You want to display support for each team member, as you know their lack of communication is impacting the entire team and causing tension. Consider using the following phrases to display this unbiased opinion:
I respect both of your insights on the situation and want to support both of you
We all care about the team and one another’s successes
I think it is important to solve this conflict as I want to look out for both of your best interests
One employee got into an argument over a hiring decision for the team
This example is important because any big decisions can spark conflict amongst the team, as there may be someone who disagrees. In moments of disagreement, it is important to emphasize that you respect the honesty of the employee and that you appreciate their opinion. Or else, you can create an environment where the employees will never share their opinions, both positive and negative. Use the following phrase to emphasize this respect for transparency:
I really appreciate you taking the time to share your disagreement with me. I value your opinion and insights when making decisions and encourage you to keep sharing your thoughts in the future.
An employee is spreading rumors about a team member, and now that team member is refusing to come to work
Rumor spreading can greatly ruin the relationship between team members, which can be detrimental to the work environment and productivity. This is when it can be difficult to figure out what to do as a manager. Rumors can start to delve into personal life and outside-of-work emotions that start to cross the fine line of a manager’s job. However, anything that is directly harming a team member needs to be the priority when deciding how to handle conflict. Rumors can make employees feel highly uncomfortable and might even make the employee start to look for another job. In these situations, begin talking to the employee that spread the rumor to see if they understand how it's affecting the team. Then, speak to the other employee privately. Bringing the two people together immediately might not be great depending on the situation. Use your manager's intuition to address this issue.
Conclusion
Knowing how to best solve conflicts amongst the team will take some time. Getting to know each of your employees will allow you to have the best success at addressing problems. Remember to remain unbiased and try to foster support for your team in each situation. It’s okay if the perfect solution isn’t discovered right away; take the time to explore options and each time you’ll learn what is best for the future.
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