1) Encouraging Feedback

If your employees feel like they can talk to you about their concerns or provide suggestions via a suggestion box, it becomes easier to “keep the peace.” When team members do not feel like they have a voice, it does not take long for tension to mount. You want to style yourself as an approachable manager who is always ready to discuss various issues. Encouraging feedback is a fantastic way to do this. No matter how you decide to promote feedback, make it clear that your team is in a safe space and can speak freely, albeit respectfully. Your team will love that they can provide honest, tactful feedback and will be extra thrilled when they see the suggestions in practice. While you do not have to use every single suggestion that comes your way, incorporating a few of them into work practices every so often lets employees know you are listening. Both you and the company are more likely to enjoy great reviews from team members when they leave for various reasons, such as because of new opportunities or relocations.

2) Becoming Familiar With Conflict-Related Body Language & Tone of Voice

Spotting the signs of a conflict takes time, but becomes an invaluable work tool. Observing body language and tone of voice helps you stop conflicts before they start to help you maintain a peaceful work environment. Signs of impending conflict can include employees speaking with crossed arms, increasingly turning away from one another, raising their voices, and speaking in tones that can be characterized as “icy,” “shrill,” “curt,” or just plain rude. You might also notice increasingly-erratic hand gestures and team members stalking about the workplace while appearing angry, upset, or stressed. Other signs can include the slamming of notebooks and various office supplies. As soon as you notice any conflict-related warning signs, you should intervene. Consider asking the distressed employee to meet with you in a few minutes after walking outside for fresh air. If your office provides healthy outlets for stress, such as a meditation room or gym, you could suggest visiting either of those areas to work through various emotions. No matter what you decide to do in these types of situations, the importance of intervening quickly cannot be emphasized enough. It can prevent potentially-huge blowouts at work that are challenging to come back from and make the whole office feel tense.

3) Weekly Check-Ins

Examples of avoiding conflict in the workplace can include weekly check-in meetings where everyone has the chance to speak about their projects and any issues they are experiencing. Such check-ins are not opportunities to call others out or make accusations, rather, they are designed to discuss what can be improved. If weekly check-ins are too much, have bimonthly meetings instead. You can also have one-on-one meetings with your team throughout the month, every month, to ensure any issues have been resolved in a timely fashion. For example, think about implementing 15-minute check-ins that occur every two or three weeks. These check-ins allow team members to ask any questions they have, vent about issues they are currently mitigating, and simply laugh with you. If you have common interests, such as a deep love of cats, you can talk about your felines’ latest antics after going over questions or concerns. Team members will appreciate your interest in their well-being and overall lives since they won’t feel like “numbers on a spreadsheet.”

4) Creating a Definitive Workplace Code

It is always a good idea for a business to have a code that outlines what is and is not acceptable in the office or other commercial space. This document should be issued to all new hires and include detailed information about standard procedures, dress codes, harassment of any kind, and operating policies. The more info workers have about how to conduct themselves and what is not acceptable, the less likely it is for conflicts to erupt. Even if your workplace is relatively small, a definitive code of conduct is a welcome idea. Make it part of the onboarding process to prevent issues with new hires. A day of workplace code training during new hires’ first week of work is a good idea because it gets such training out of the way and helps new team members start their jobs from positive, professional, healthy places. If you need assistance creating a definitive workplace code, collaborate with your fellow managers and review other companies’ codes for inspiration. You might also want to schedule periodic code “refresher” meetings where everyone on the team is reminded of what acceptable work conduct includes. Depending on the size of your company, you could hire actors to act out different scenarios that relate to the code. Try to have some humor thrown into the skits, even though they concern serious topics. A little humor helps team members stay engaged.

5) Implementing “Recharge Days”

“Recharge days” can be part of the paid time off (PTO) packages. Such days are separate from sick days and vacation days, as they are designed to help team members refresh and recharge. Encourage employees to take these days whenever they feel they are necessary, such as following huge, stressful projects or any other lengthy assignment. Taking a day to recharge and do fun/relaxing things, such as walking around the neighborhood, trying a new exercise class, having lunch with family and friends, and playing with the family dog helps team members clear their minds. They will return to work less stressed as a result and ready to tackle their latest projects. What’s more, your team will greatly appreciate you adding these mental health days to their PTO packages and likely say so during offboarding interviews. Your company will also enjoy a reputation boost since concern for employee wellness is more than a trend. It is something more and more companies are focusing on, and those that ignore wellness initiatives are increasingly considered “archaic” and “old-fashioned.”

When employees take recharge days, they are less likely to engage in volatile conversations with coworkers. Issues with fellow employees can also seem less dramatic and important after spending a recharge day hiking, at the spa, or simply relaxing at home.

6) Adding a Meditation Space if Your Company Does Not Have One

Let’s expand on the meditation room mentioned earlier! Dedicating a space in your office or another workplace to meditation and relaxation can prove invaluable. Comfortable floor pillows, soothing music, and beautiful wall décor are among the ways to decorate the room and promote calm feelings. Employees can retreat to this space whenever they feel they “need a minute,” which can help sidestep serious blowups. For example, say a coworker gets increasingly agitated with another employee they find obnoxious or irritating. Instead of saying something inflammatory to the irritating coworker in question, they could go to the meditation/relaxation room for a few minutes to breathe. Deep breathing instantly calms the mind and body, while clearing the mind makes “big issues” with coworkers seem small and insignificant. If everyone or at least most of the people at your workplace take advantage of this room, you will likely notice how much calmer and happier everybody seems. The entire work environment vibe could shift, because everyone has a better mindset.

7) Suggesting Outdoor Lunches

If your business location features a courtyard or a similar pretty outdoor space, encourage team members to take their lunch breaks outside when the weather permits. Like college professors who have classes outside when it’s warm and sunny, your team members will get to bask in the sunlight and feel connected to the natural world. Spending time in nature is a known stress reducer, so having lunch outside is an easy way to help employees feel relaxed and clear instead of tense and muddled. Once again, “significant” issues with coworkers will likely seem mundane after enjoying time outside.

Discuss these examples of avoiding conflict in the workplace with your fellow managers to determine which ideas are ideal for your workplace. You can always experiment with some of them and see how they go before trying others. No matter what works best, remember that conflicts can still occur and that is okay. No matter how many preemptive measures you take, you cannot control the emotions and reactions of your team. What you can do is control whether the situation escalates or not. However, a little time and a lot of dedication can have a transformative effect on your work environment.

For more examples of avoiding conflict in the workplace and conflict resolution tactics, get in touch with our team today! We are here to help business leaders and managers everywhere.

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

The post 7 Examples Of Avoiding Conflict In The Workplace appeared first on Defuse - De-Escalation Training.

1) One Party Does Not Show Up

When coworkers know that tomorrow is “mediation day,” it is not uncommon for both of them to feel nervous. They might be completely unfamiliar with the mediation process or are concerned the session will go badly and make them look like the 100% guilty party. As a result, one of the coworkers might suddenly “fall ill” and call in sick. If one party is not present, the mediation session obviously cannot happen. This can result in the company getting billed for time and transportation, despite no resolution taking place. There is also the risk of both parties continuing to feel resentful toward each other and creating more workplace tension.

To avoid this mediation problem, emphasizing the importance of showing up for the session is essential. Make it clear that this is not an optional meeting and that an objective professional mediator is coming by to help the parties resolve the problem. By making it clear that the meeting is mandatory, “failure to show” issues become unlikely. It also helps to emphasize that resolving the conflict is the main goal, not accusing one party over the other or placing blame. In many cases, both parties might be to blame for the ongoing conflict, even if one coworker “started it.” You can additionally add that if the parties involved want to speak with you before mediation processes begin to discuss their nervous feelings, they are welcome to do so. No matter what you say, your goal should be to ensure both parties feel as good as they possibly can about the mediation session.

2) A Manager Interferes Too Much

Depending on the company, a manager might decide to sit in on the mediation session. Unfortunately, this can be detrimental in two ways: 1) the coworkers in question might not be as forthcoming and 2) the manager might interfere when they should stay silent. Employees can feel like they are “on the spot” and agitated instead of hopeful about resolving the problem. As a result, the issue can go unresolved and all parties might feel increasingly frustrated.

To sidestep this issue, it is important for the mediation session to involve the affected parties and the mediator–and that’s it. No other managers or supervisors should be in the room, as their presence hinders the process. By making it clear that the session is for the coworkers exclusively, the affected parties are more likely to be honest about the conflict. The only time when managers or other business leaders should be involved is when they are part of the conflict. Otherwise, the mediator can provide a detailed report outlining what was discussed and whether a resolution was reached to the managers after the session ends.

3) One or Both Parties Refuse to Settle

Perhaps the most common mediation problem is when one or both parties refuse to move forward. The issue remains unresolved, resulting in more stress and tension. As a result, the mediation session might get extended in the hopes of resolving the problem in the coming days. Unfortunately, one or both parties can leave the first session feeling angrier or more upset than they did previously.

When this occurs, it is important to “take a breather.” The employees should be encouraged to walk outdoors, weather permitting, to breathe fresh air and take time to compose themselves. Once they are ready to resume, both parties will hopefully be committed to resolving the problem for good. If there is still no positive end result, the mediation session should resume a few days later when everyone has had more time to calm down. During this time, consider sending an email saying something like, “I was saddened to learn that the issue was not resolved yesterday afternoon. However, I am hopeful that we can move forward and find a solution that suits everyone. Remember, we are not here to place blame and strive to maintain a healthy work environment. You do not have to get along to work together, but you do have to be civil and respectful. If you have any questions or concerns before the next mediation session, please reach out to me. I am here, as always, to help!”

It is also a good idea for the mediator to make it clear that resolving the issue means compromising. Being able to compromise can prove invaluable in many situations because it often involves rising above the mundane and focusing on what is best for the entire office or other workplaces. There is no shame in compromising unless doing so is detrimental and harmful to one or more individuals.

4) One Party Refuses to Speak to the Other Party

There are times when the coworkers involved are so livid that one refuses to speak to the other. This is obviously a serious conflict resolution hurdle because the said party is acting immaturely and failing to comply with workplace standards. In this instance, the mediator could ask the second party to step out of the room so that they can speak with the first party one-on-one. The first party might be more willing to open up and be honest about the situation with the second party out of the room. Once the mediator determines what the issue is after speaking with both parties, they can request a group session. At this point, it is likely that the parties involved are more willing to resolve the issue and behave in a professional manner. If the issue with one party refusing to speak to the other continues, it could be time to take more drastic measures. For example, if your company has a Human Resources Department, a person from HR could suggest conflict training or related seminars. This might inspire the employees in question to engage and resolve the issue swiftly.

Depending on the nature of the issue, placing the employees in different departments where they do not have to see or speak to one another might be the ultimate solution. It is not ideal, but it prevents firing one or both people. Unless there is a harassment issue at play and terminating someone’s contract is the best recourse, separating the parties might be ideal.

5) Too Many Distractions

The mediation session’s location is important in terms of avoiding distractions. For example, if the session occurs in a meeting or conference room within the main office, the employees and the mediators might be distracted by coworkers passing by or engaging in conversation. Other distractions can include meetings between managers who are in close proximity to the meeting space, mail and various supply arrivals, coffee scents, and food smells.

To avoid these and other distractions, choose a mediation space that is as far away from the main office or other work areas as possible. If you could have the meeting in a room on another floor, such as one where few to no employees work, that is ideal. All conflict resolution meetings, whether they involve a professional mediator or not, should take place in the most private, quiet setting available. Choosing such a location allows the employees and the mediator to fully focus on the issue so that they can work to resolve it in a timely manner. Everyone involved will appreciate the privacy because they won’t feel like they are “putting on a show,” nor will they have to listen to the noise around them.

6) Picking the Wrong Mediator

The right mediator must have experience in and extensive knowledge of conflict resolution. If the individual is a “newbie” to this profession, they might not be able to handle the conflict in question or know what to ask, among other problems. For these reasons and more, it is a good idea to thoroughly vet a mediation company and its members before scheduling the meeting. Those new to conflict resolution strategies can shadow their experienced counterparts until they have a solid idea of how to manage these situations. If you are not sure whether a particular company is the right fit, review any testimonials they have on their website and see if any articles have been written praising their work. You can also look for degrees and certifications indicating credibility and reliability.

Mediation sessions do not have to go smoothly to be successful. As long as everyone remains committed to finding the best solution possible, the meeting will be beneficial to the employees and the team at large.

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

For more about mediation problems and how to solve them, get in touch with us today! We have the training, knowledge, and experience you want in a de-escalation company and we are here to answer any questions you have!

The post 6 Common Mediation Problems appeared first on Defuse - De-Escalation Training.

Good Communication Helps You Identify Workplace Problems

Communication skills make it easier to identify and resolve problems in the workplace. Perhaps there is a tiff between two coworkers who usually get along, or there’s a communication gap between two departments. By putting your hard-earned skills into practice, you save time and energy. For example, say one employee has had enough of another employee’s inability to respond to emails in a timely manner. The first employee “blows up” at the second employee during lunch hour as a result, creating a spectacle. After intervening, ask questions such as “What happened prior to this incident?”, “How long has this problem been going on?”, and “What would you like to see happen to resolve this problem?”

Allowing the employees in question to expand on the issue and discuss what they would like to see happen helps you determine the heart of the problem quickly. As a result, you can take more decisive action, such as implementing an email response “window of time.”

Good Communication Improves Productivity

Without healthy communication, staying productive in the workplace becomes challenging. Team member questions might go unanswered, while tasks and projects may not get assigned to the right people. Deadlines can woosh by as well because of lacking communication. As you and your fellow managers hone your communication skills, it becomes easier to converse with employees, provide detailed answers to questions, and ensure projects are completed on time. Excellent productivity typically results in higher revenue streams, which the company owners will undoubtedly love. You’ll enjoy greater job security as well!

Good Communication Contributes to Positive Workplace Relationships

One of the numerous keys to a healthy work environment is positive professional relationships. If team members feel like they cannot ask you questions or make inquiries that go unanswered, resentment builds. The workplace becomes increasingly tense as a result, which usually means employees are less-than-enthused about going to work.

While you don’t have to have in-depth conversations with everyone on your team every day, it is important to “keep in touch.” Perhaps you spend one afternoon a week going around to everyone and seeing how they are. Is there anything they need clarification on? How are their tasks and projects going? Are there any other questions they have that you or one of your fellow managers can answer? Biweekly meetings on Zoom or a similar channel is another means of staying in communication with your staff, as is saying they can “slack you” at any time with questions (assuming your company uses Slack).

For more about the role of communication in leadership, conflict resolution practices, and other ways to maintain a healthy work environment, get in touch with us today!

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

The post What Is The Role Of Communication In Leadership? appeared first on Defuse - De-Escalation Training.

1) Don’t Ignore the Problem

It can be easy to bypass a workplace conflict when you have so many other tasks to take care of during the day. Unfortunately, ignoring a workplace problem or any other conflict does not make it go away. What it does is heighten the tension and create a stressful work environment for everyone, not just the coworkers in conflict. It also sends the wrong message to your team–a message that management does not really care about their well-being or how tension-filled the environment has become. You want your employees to know that maintaining a healthy workspace for them to grow and thrive is important to you, not that you barely care about how comfortable they feel in the workplace. If team members feel like their managers do not care about their workplace well-being, it is unlikely that they will do their best in the office or other commercial environments. Instead, they will do the bare minimum and probably have a “you don’t care, I don’t care” attitude. This does nothing for your business’s reputation as a fantastic place to work and may result in poor reviews on GlassDoor and similar sites from ex-employees who are disgruntled and want to share their tales of distress and woe.

Even if you cannot address the workplace conflict immediately due to your schedule, you still want to acknowledge it and schedule a time to discuss the problem. For example, you could send an email or slack message saying something like, “I understand there is an issue between [x employee] and [y employee]. I am sorry that I cannot address the issue today or tomorrow due to my schedule, but please know that it is a top priority. Let’s meet to discuss the problem in detail on Thursday morning at 10 am in the conference room. I look forward to resolving this conflict and helping everyone feel better! Your well-being is important to me!”

2) Find a Time to Discuss the Issue in Private

Addressing conflict in the workplace the right way means diffusing the issue before it has the chance to worsen. For example, if you see two employees “getting into it” in front of their peers, it’s time to take action. Get between the individuals if you have to and let them know the problem is not one to air publicly, since they are in a professional environment, not at home or anywhere else. Make it clear that you want to resolve the issue privately, such as in an unused meeting room. Again, you might not be able to discuss the problem that day, but it is important to schedule the next available time. Any conflict should be discussed in private, no matter what it is about.

By preventing further public spats, you are making it clear that your workplace does not tolerate such behavior. Other employees will take note and refrain from engaging in disputes in front of their coworkers. Instead, they will be more inclined to deal with problems privately. This contributes to a more tranquil work environment and avoids reputation issues. If word gets out that your office is a volatile place where employees and managers engage in arguments often in front of their colleagues, attracting new talent becomes problematic.

3) Remain Calm

As challenging as it can be to stay calm during a heated situation, doing so proves invaluable. Not only does it keep your blood pressure from going up and hurting your health, but it also helps the workers in conflict calm down. After all, it’s hard to keep shouting or otherwise being belligerent when the person trying to diffuse the situation is calm and cool. If it helps, take a few deep breaths through your diaphragm. Deep breathing instantly calms the mind and body, so encourage those in conflict to do the same. Once everyone has taken a few deep breaths and feels calm, you can move forward with conflict resolution processes. You might also want to ask if anyone needs more time before talking about what caused the conflict and how best to resolve it. If your office or other work space has a meditation room or similar space for relaxing, suggest employees take turns spending a few minutes in said room. It is amazing what a little deep breathing and self-reflection can do for those in conflict. Dealing with the issue might not be as difficult once everyone has the chance to breathe and calm down, depending on what caused the problem.

Staying calm is also a way to show that you are objective and not taking sides in the disagreement. Even if you feel a certain way about the problem, you should never, ever make it obvious. Showing any kind of favoritism reflects badly on you, which can make your boss rethink your current position in the company. If you feel you cannot be objective for any reason, extract yourself from the situation and ask another manager or business leader to take over. The best person is one who does not know either team member, as they can be completely objective about the issue. Should your business include a Human Resources department, have an HR team member address the issue and create a plan for resolving it permanently. If your business is growing but does not have an HR department yet, consider creating one or hiring two or three individuals to act as mediators. These people can be salaried team members or freelance contractors, depending on what your budget currently allows. You can always hire them as full-time employees at a later date.

4) Consider Professional Mediation Services

There are times when someone completely outside of the company should come in and manage an employee or managerial conflict. Known as professional mediators, these individuals are totally objective and have the skills and training to mediate all kinds of workplace conflicts effectively. If you feel the issue at hand has stagnated and no one can move forward for whatever reason, it is likely time to call in the “big mediation guns.” Pro-mediators discuss the issue at length in a private setting, emphasize the importance of compromise, and provide the team members in question with tools that help them address and get past the current problem, and prevent future conflicts.

5) Have a Workplace Seminar About Conflict Resolution

If you notice a conflict brewing among employees, address the conflict as quickly as possible and schedule a workplace seminar relating to the problem. Use the seminar to discuss the importance of self-awareness, self-control, empathy, problem-solving, active listening, and collaboration. Use the seminar or meeting as a chance to remind everyone that getting along is a workplace must, even if they do not like each other personally. The office or any other work environment is no place for personal feelings to get in the way and create drama. Most people are at least capable of being civil, especially at work. You can also stress the importance of empathy because no one ever really knows what is going on with others. Words and reactions that are perceived negatively by employees might have nothing to do with them and everything to do with what’s going on in the other person’s head. Empathy and compassion subsequently help people take moments to breathe and remember that employees they find difficult or offensive might be going through personal battles they know nothing about.

Addressing Conflicts in the Workplace Successfully Takes Time

Learning to address workplace conflicts in a way that benefits the employees and the entire team is not something you learn overnight. It takes time, patience, and practice, but is well worth the effort. Even if you are not as successful as you would like on your first or even your second or third try, do not be discouraged. Your intentions are in the right place, which will come through to the employees or managers in conflict. Focus on doing what is best for your team, whether it is having another business leader deal with the problem, hiring outside help, scheduling weekly “check-ins” or trying anything else that contributes to a positive, healthy work environment. Employee wellness is taken more seriously than ever, and doing your part makes your commitment to a tranquil workplace clear. Let your team know that you are learning with them and that you can help each other become more compassionate, empathetic, and understanding individuals. You’ll also find that learning to deal with assorted workplace conflicts successfully translates to other areas of your life, such as conflicts with your spouse or family members.

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

For more about addressing workplace conflicts, get in touch with us today!

The post 5 Tips For Addressing Conflict In The Workplace appeared first on Defuse - De-Escalation Training.

1) Authenticity

Successful business leaders are genuine when they speak to their employees, which builds trust. If team members feel their managers do not talk to them in authentic ways, they can start to wonder if these individuals are being truthful and when to believe what they say. Trust is a necessary foundation in any relationship, so being open, honest, and respectful is key.

If you have bad news for the team at any time, refrain from twisting the truth or “sugarcoating” your words. While it is important to be tactful and respectful, it is equally important, to be honest.

2) Active Listening

Making it clear that you are truly listening to the person you are talking to is one of the most effective communication skills for leaders. This means putting away distractions, such as phones and laptops, and concentrating on hearing the person in front of you. By demonstrating that you are interested in what they have to say and want their feedback, they will know that you respect them and they will appreciate you for it. Team members who do not feel listened to, do not feel respected and are more likely to do the bare minimum at work.

3) Visibility

If your team never sees you, communication efforts such as emailing and messaging become extremely impersonal. While you do not have to “be among the people” all day every day, it is important for your staff to see you. Taking time to chat with them and listen to any concerns they have makes it clear that you want to create a healthy, happy workplace.

4) Empathy

While it is important to maintain a professional environment in the workplace, it does not mean you cannot be empathetic. Showing empathy towards your employees lets them know that you recognize their humanity and want to do what you can to help. For example, say an employee just had a baby and needs more time off work. They say they can take unpaid leave, but really need this time to bond with their child. Being empathetic and understanding towards this employee’s needs makes it obvious that you value them.

5) Mindful Body Language

Your body language says a lot, whether you realize it or not. Making eye contact, avoiding standoffish poses such as crossing your arms, and leaning in just a little shows that you are listening. Try to become more aware of your body language when speaking to employees and fellow managers, as you might be sending signals you are not aware of. The right body language combined with active listening can easily make you a favorite among your team because they feel valued and appreciated.

Want more tips regarding effective communication skills for leaders? Get in touch with us today!

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

The post 5 Effective Communication Skills For Leaders appeared first on Defuse - De-Escalation Training.

Stay As Calm As You Can

When someone comes at you in a combative manner, it is natural to get defensive. No one appreciates someone using harsh words or otherwise yelling at them, which can result in “yelling back” and possibly saying things you don’t mean. To help you remain calm when a coworker is “coming at you,” take a few deep breaths. Focus on breathing through your diaphragm, which instantly calms the mind and body. Deep breathing also helps you avoid reactive comments that can make the situation worse. If you need a minute to compose yourself, let the coworker know that you want to resolve the issue as soon as possible, but require a little time to breathe and think about what is going on.

Retrace the Steps Leading to the Problem

When you both are composed, ask to meet in a private area, such as an unused meeting room, to discuss the issue in detail. See if you can retrace the steps that resulted in the current conflict. For example, perhaps a recent email to a coworker went to their spam folder for some reason and they accidentally deleted it. The coworker interpreted the “lack of response” as a slight and got angry, accusing you of never replying to their email “as you have in the past.” You could calmly acknowledge that you may not always be the best in terms of fast email replies, but you absolutely responded to the email in question. You could also remark that while your past performance in terms of email responses hasn’t always been great, you have made a point of replying quickly over the past few weeks or months.

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

Find a Way to Compromise

Learning how to handle conflict with a coworker is about finding ways to compromise. For example, you could agree to stay on top of workplace communications and not let emails go answered for more than a day. The coworker could agree to confront you calmly in a private setting about any issues moving forward instead of lashing out in front of your peers. By working together in this way, both you and the coworker will leave the meeting feeling satisfied instead of frustrated.

If the coworker refuses to compromise for any reason, it is probably time to seek outside help. An impartial manager could help you resolve the problem, or the Human Resources department, if applicable. Professional mediators also provide assistance, as they are completely objective and trained in such matters.

Want to learn more about how to handle conflict with a coworker? Get in touch today!

The post How To Handle Conflict With A Coworker appeared first on Defuse - De-Escalation Training.

Hone Your Conflict Resolution & De-Escalation Training Skills

You’ll pick up and hone a wide variety of conflict resolution and de-escalation training skills when you take a workshop about these topics. Some of the skills you will acquire include recognizing the early signs of aggressive behavior and stopping it before things get worse, calming techniques for yourself and others, body language and tone suggestions that help reduce tension, and situation management tips that show everyone they have your attention and respect.

Everyone deals with tense work conflicts at various points in their careers, but learning how to mitigate them in healthy ways contributes to more tranquil work environments. You’ll also help your blood pressure remain low and possibly keep employees’ blood pressure from skyrocketing! This health-related perk helps everyone stay focused and productive.

Reinforces Remaining Calm

One of the most essential keys to managing workplace conflicts is remaining calm. It is always easy to be reactive, especially when emotions are already heightened and everyone at work is distracted by the current conflict. While raising your voice and taking sides in the conflict can be appealing, the best and most important thing you can do is remain calm. Not only does staying calm help keep the situation from escalating further, but it also demonstrates your commitment to professionalism and impartiality. No employee enmeshed in a conflict with a coworker wants to feel like their manager or supervisor is “against them.”

Take a few deep breaths to calm your mind and body, and encourage the workers in conflict to do the same. Once everyone has taken a beat, suggest discussing the manner in detail in your office or another private meeting place away from the “crowd,” i.e. the rest of the office. Obtaining your conflict management certification means you have learned more about remaining calm in tense situations and have absorbed self-regulation techniques that keep your rational mind operational.

Improves Communication Skills

Without good communication, all other conflict management techniques suffer. It is unsurprisingly challenging to communicate with anyone when they are in a highly reactive, combative, emotional state, making it important to deal with the person in a sensitive, specific way. Conflict management certification involves learning different communication techniques that apply to a variety of situations and help you get various messages across effectively. Common communication skills include focusing on active listening, asking open-ended questions, and being aware of body language.

More interested in earning your conflict management certification than ever? Get in touch with us to learn about our workshops, training modules, keynote presentations, and other conflict-resolution services!

The post Why Get Your Conflict Management Certification? appeared first on Defuse - De-Escalation Training.

1) Process Conflicts

It is not uncommon for employees or management to clash over how work gets done. Known as “process conflicts,” these issues typically revolve around logistics, delegation tasks, and similar procedures. For example, one manager might have a problem with how another manager delegates different tasks. They might take issue with the time of day the second manager chooses to delegate or have a problem with who gets what tasks and why. Who has the last word in brainstorming sessions and who tracks work or meeting minutes are also common process conflicts, as are those concerning on-boarding and off-boarding processes. Some team members might have strong feelings about either or both processes in light of their own experiences with the company.

Say two managers get into a “tiff” about when salaried employees should assign work to freelance contractors. The initial conversation resulted in a disagreement and frustration. Rather than allowing the situation to escalate, one manager could suggest that they take a five to 10-minute break to breathe and reflect on the issue. Once everyone involved feels calm, they can return to the conversation and find a resolution.

Another example is one employee getting agitated because of the company’s current onboarding process. For example, someone was recently hired as an SEO manager to replace the former manager who is leaving to work elsewhere. The former manager’s onboarding process was virtually nonexistent and they had to figure out everything for themselves. Because of this, they are not particularly enthusiastic about helping the new hire learn about the position, resulting in a conflict. To effectively deal with this issue, consider having a short meeting with the former manager where you apologize for the lack of process when they were hired. Explain that the issues this creates are apparent and you want to prevent future problems of the same kind. Ask the former manager what they suggest for smooth onboarding and put their advice into practice. The former manager will likely be more willing to help the new hire as a result.

2) Relationship Conflicts

Personality clashes are common reasons for workplace-related relationship conflicts. Others can center around social events, political and religious views, or even hobbies. Also known as interpersonal conflicts, they can have a damaging effect on the work environment due to mounting tension and dislike of one another.

While team members do not have to personally like each other, they do have to be civil to one another and find ways to work together. One of the arguably best ways to do this is for a manager or supervisor to remind them that they are at work and therefore in a professional environment. Any personal feelings they have about their coworkers are for when these workers are “off the clock.” While they are at work, it is their job and their duty to remain as professional as possible. Should more training be necessary due to lingering conflicts, discuss possibilities with your HR department.

Relationship conflicts can also occur because of personal connections gone bad. For example, say two coworkers dated for six months or more, during which time they kept their relationship at work professional and did not disclose that they were in a romantic entanglement. Despite their professionalism during the relationship, the way it ended resulted in bitterness and resentment on both sides. One coworker has started purposefully undermining the other at every opportunity, while the second coworker makes crude jokes about their former flame in the breakroom. Other team members feel increasingly uncomfortable, with some possibly avoiding their coworkers as much as possible.

Once you become aware of the problem, it is essential to take action immediately. Have individual meetings with coworkers explaining that the office is no place for romantic relationship-related resentment and other unacceptable behavior. Crude jokes are especially unacceptable because they are part of the sexual harassment realm. If the coworkers cannot work together because of their past personal relationships, consider placing them in different departments. Sexual harassment seminars and related training might also be necessary. Depending on the severity of the situation, one or both of the coworkers might need to be let go. If one or two terminations are necessary, it is clearly for the good of the company and makes it clear that such behavior will not be tolerated.

3) Task Conflicts

Other workplace conflict examples revolve around task-related disagreements. One worker or manager might disagree with another worker or manager about the quality of the work or the final outcome of said work. For example, perhaps the marketing department has a problem with the quality of the content the salaried employees or contractors provide. The account manager thinks the content is just fine and does not understand what the issue is, resulting in a conflict.

Rather than descending into a negative spiral, it is a good idea for the two sides to have a meeting and discuss what each can do to improve the situation. Multiple meetings might be necessary until an agreement has been reached, but the end result is a more positive work environment.

Another example of a task-related workplace conflict concerns expectation management. If a coworker’s expectations of an employee below them are considerably higher than what the new team member is trained to do, clashes over assignments and projects result. The subordinate might do the task incorrectly, which is not their fault. To solve this issue, you must clearly outline what is expected of the new hire and provide related guides, such as those about how to perform a variety of different tasks. This reduces, if not eliminates, expectation issues and annoyed team members in the future.

4) Leadership Conflicts

Conflicts among business leaders are not uncommon, since everyone has their own leadership and management style. For example, say one leader is all about flexible work hours that give employees more work/life balance. Everyone is still required to work eight hours a day but can do so at their own discretion, such as working 7:30 to 3:30 or 8 to 4. Another business leader strongly believes in the 9 to 5 workday and continually tries to re-establish it, much to the first leader’s annoyance. They clash, as a result, creating workplace tension and strife.

To deal with this problem effectively, the leaders could poll employees on what they prefer. The likeliness of them choosing flexible work hours is high, so the managers could ask team members to expand on what they love about it. Once the second leader understands why flexible work hours are so essential, they will likely give up their quest for reinstating a 9 to 5 workday.

Another leadership conflict example could concern how meetings are run. One leader is all about business, all day, while the other likes to ask the team funny questions in addition to discussing the day’s to-dos. The resulting conflict makes everyone uncomfortable. To solve this issue, the leaders could agree to run separate meetings for different teams that adhere to their preferred management style.

5) Creative Conflicts

Everyone on the team has different creative ideas, which typically come forth during group meetings and brainstorming sessions. Unfortunately, everyone reacts differently to these ideas, which can cause arguments and excessive competitiveness. Rather than allowing this to continue, managers can delegate the brainstorming sessions by creating smaller groups of like-minded people. They can also establish voting techniques, such as everyone anonymously voting on their favorite creative ideas. The one with the most votes gets used.

When dealing with creative conflicts, it is equally important to remind team members that they are at work and that mutual respect is necessary. While they do not have to like each other’s ideas, they do have to listen. If team members do not care for various ideas, they can either stay quiet or make constructive rather than rude or condescending comments. This helps employees see beyond their own ideas, consider other perspectives, and perhaps become a little more objective.

These are just a few of the many workplace conflict examples out there! No matter what type of conflict your business deals with, it is important to take care of the issue as soon as possible. Doing so makes it clear that the overall health and wellness of the office are important to you and fellow team leaders, which your employees will deeply appreciate. It is also a good idea to treat every conflict as a learning experience. The more lessons you can extract from office conflicts, the less likely repeat issues are to occur.

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

For more workplace conflict examples and training, get in touch with us today!

The post 5 Workplace Conflict Examples appeared first on Defuse - De-Escalation Training.

Remain Calm

It’s easy to get frustrated and angry when employees get into tiffs, spats, and arguments at work. Your workplace is supposed to be a professional environment, so anyone who behaves unprofessionally can affect said environment’s vibe. As easy as it often is to have an extreme reaction to a workplace conflict, it is your job as a manager or other business leader to remain calm. Take a few deep breaths to relax your mind and body, then ask the employees in conflict to refrain from continuing the argument in front of their peers.

Work conflicts do not have to be “big and loud” to warrant calm reactions. No matter how or why the incident occurs, remember that you are there to be an example to everyone else and behave in a professional manner. Your colleagues and team members will admire your self-control and be more likely to follow your example.

Organize a Private Meeting

After diffusing the conflict, the next step is usually to discuss the issue privately. An unused meeting or conference room provides a private setting, as does your office, assuming you do not share it with anyone. You do not want employees hashing out the problem with their peers watching, because it is more than unprofessional. It is also distracting since employees in conflict present a “show” of sorts that prevents other team members from doing their work. To maintain a professional atmosphere and ensure employees get on with their work, ask the team members in conflict to meet you privately for a discussion.

Refrain From Taking Sides

It can be easy to subconsciously or consciously take sides when hearing about an employee conflict, especially if you prefer one worker to the other. However, it is essential to remain neutral and hear both individuals tell their sides. If you cannot stay objective for any reason, have another manager deal with the issue. Learning how to handle conflict at work is just as much about knowing when to step back as when to intervene.

When listening to each employee tell their side of the story, remember to engage in active listening. Mute your devices and give your complete attention to the person talking. Once everyone has said what they want to say, ask questions such as “What can we do to resolve this? How about [x idea]  or [y idea]? If the issue requires further resolution, consider contacting your HR department, if applicable. You can also hire a professional mediator to come in, learn about the conflict, and devise solutions.

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

Want help with handling conflict at work? Get in touch with us today!

The post How To Handle Conflict At Work appeared first on Defuse - De-Escalation Training.

It Reduces Workplace Tension & Resentment

When workplace conflicts are not addressed as soon as possible, tension builds up. The coworkers in conflict might feel increasingly uncomfortable around each other because the issue between them hasn’t been resolved. As tension mounts, so does resentment. Employees resent that the problem has not been addressed by management, which can make them less and less interested in doing a good job. They might not even want to come to the office or other workplace because they do not want to see the employee they have an issue with, as well as the managers who aren’t doing anything about the problem. Other employees are likely to notice the tension and resentment as well and become increasingly uncomfortable. As a result, the entire office roster can dread coming to work every day, which does nothing for the overall work environment or your company’s reputation as a fantastic place to work. It usually does not take long for a business’s reputation to “get around,” and you certainly do not want yours associated with words such as “uncomfortable,” “tension-filled,” and “unpleasant.”

Conflict management in the workplace subsequently contributes to a more harmonious work environment because issues are mitigated efficiently before resentment and tension have the chance to fester. The entire workplace’s vibe will be extra positive as a result. Your business’s reputation will get a boost as well because word will spread that your company takes care of conflicts quickly instead of allowing them to fester and create various problems.

It Helps Employees Feel Respected & Cared About

When conflicts are ignored, it is typical for employees to feel disrespected. They might also feel as though management only cares about what they can get from them. Employees who feel this way are less likely to put serious effort into their jobs, which causes productivity to suffer. As productivity goes down, so can revenue. The company owner and senior partners start investigating what is wrong when these issues occur, which can result in unfavorable reviews. If the company-wide review becomes public, it (again) can have a negative impact on the business’s reputation. Keeping employees happy is increasingly important in light of mental health and related topics, so you do not want your business to become known for doing nothing for team members’ mental wellness.

By keeping up with conflict management in the workplace, you’ll sidestep these major problems and let team members know they are valued. Workers who feel respected and valued are almost always willing to do more each day and therefore contribute to the company’s excellent reputation and bottom line. Your workplace will become happier as well because employees are excited to go to work and do the best job they can. Your reviews on Glass Door and similar sites will also improve and the chances of attracting quality hires increases. After all, poor reviews can make potential hires run screaming from the room.

It Avoids Serious HR Issues

There are some instances when ignoring conflict in the workplace becomes a serious HR issue. Any problem involving harassment of any kind, racism, sexism, or religious intolerance is something to deal with immediately. Failing to do so is viewed as condoning the act or behavior, which makes the company look bad–very bad. By adhering to the company’s policies and tackling any sensitive issue quickly, you are demonstrating zero tolerance for such behavior. Employees feel heard and protected as a result and will have positive things to say about the company in the future. There are also no concerns about reputation damage that can take months or years to repair following bad press and scathing reviews by former employees. Attracting new hires will not be problematic either, because HR issues never get swept under the company rug. Most new hires read the reviews of former employees to know what to expect, so if yours are (mostly) glowing, you’ll be in excellent business shape.

If your company continues to grow and there is no formal HR department in place, consider creating one. A dedicated HR department deals with any issues efficiently and will create an ironclad policy regarding employee conduct, including exhaustive lists of intolerable behavior.

It Encourages Everyone to Be More Compassionate and Understanding

Conflict management in the workplace is invaluable because it reminds everyone on your team of their humanity. Everybody makes mistakes, say things they wish they could take back, and has bad days. Working through conflicts helps employees remember that “not everything is about them” and that miscommunications and misunderstandings are common, especially when it comes to emails and slack messages. People can take things in certain ways when others did not mean anything bad or insulting. This helps coworkers pause before reacting and possibly making inflammatory comments that hurt others’ feelings. Your team will likely be happier and more cheerful at work because they aren’t getting miffed for basically no reason. You might want to schedule routine conflict management seminars to encourage understanding and acceptance and to break down communication barriers.

It Reinforces Emotional Regulation

By taking time to pause before reacting, employees learn valuable emotional regulation lessons. Reacting is easy, after all! Taking time to breathe, remain calm, and focus on understanding and empathy is always the right course. Your team members will become more self-aware and perhaps more patient, particularly with those who have difficult personalities. Learning to remain calm and empathetic instead of reacting is a form of stress management that contributes to a more tranquil work environment.

It Improves Communication Skills

Employees and managers with training in conflict management typically improve their communication skills. They understand that communicating is not just about words, but also about tone, facial expressions, and body language. For example, a team member could say “yes” to a new task you assigned even though they are already overwhelmed for the week. Their body language is twitchy and their facial expression appears stressed and worried. Picking up on these and other nonverbal cues makes it clear that adding another assignment to the employee’s queue probably isn’t the best thing right now, even if they want to be a “team player” and say yes instead of “heck no!” Enhancing communication skills across the team board improves productivity, avoids miscommunication issues, and helps everyone stress less.

It Demonstrates Your Commitment to the Modern Company Model

Timely conflict management in the workplace makes it clear that your company does not adhere to outdated business practices. Instead, it shows that your business is a modern one dedicated to maintaining employee health and wellness and creating a vibrant, energetic, happy place to work. Conflict management is among the many ways to ensure your company remains firmly rooted in the 21st century instead of one that follows old-fashioned “business norms” that has no place in your industry or anyone else’s. With conflict management training and certifications available, there is really no reason to not have conflict protocols in place.

If your business has existed for decades and could use a “facelift” to show your dedication to modern business practices, you could always advertise your conflict management procedures in your social media posts and newsletters. This does not mean naming names or providing specific examples! It simply refers to mentioning that your business is committed to dealing with employee conflicts swiftly and that you want your employees to enjoy healthy mindsets as much as possible.

It Shows Off Your Dedication to a Healthy Work Environment

Effective, timely conflict management in the workplace makes it clear that you are dedicated to ensuring your team thrives. This helps your employees develop a deep appreciation for you and shows off your communication skills to upper management. Your emphasis on a healthy workplace can subsequently result in glowing team member reviews and a promotion that includes a salary raise and perhaps an extra bonus or two. There are virtually no downsides, as your work environment and your career will thrive. If you decide to earn your conflict resolution certificate, you can add it to your resume and impress future employers. Any employer who is serious about maintaining a wellness-minded workplace will love that you received your certificate and are committed to creating a healthy, productive atmosphere that makes employees love their jobs even more than they already do.

Learning about conflict management and how to best deal with it takes time, and that is perfectly okay! Consider it a learning experience you will utilize for the rest of your life, both professionally and personally. For more about conflict management in the workplace and related training for your team, get in touch with us today! We look forward to helping your company thrive!

De-Escalation Training for Customer Service Professionals

90 Minutes

Learn proven de-escalation techniques to handle difficult customer interactions with confidence, reduce stress, and improve customer satisfaction in this expert-designed, 90-minute online training course.

Course price $89.00

Enroll Now More About Course

The post Why Conflict Management In The Workplace Is So Essential appeared first on Defuse - De-Escalation Training.