Having trouble with conflict resolution in the hybrid workplace? Addressing workplace conflict in a hybrid setting is crucial to maintaining a harmonious remote and in-person work environment. Not to mention … the costs of conflict are high. Not resolving conflicts can lead to higher costs for the company due to decreased productivity and employee turnover.
Business management author Patrick Lencioni says,“Not finance, not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and rare.”
Thankfully, with preventative and reactive conflict resolution strategies, you can foster win-win solutions that benefit all team members.
Let’s take a quick look at three strategies you can use to mitigate conflict in the hybrid workplace.
1. Integrate systems that prevent workplace conflict
Use proactive measures to prevent conflicts from happening in the first place. Consider integrating the following preventative systems into your conflict resolution strategy.
Omit silos
Encourage cross-department collaboration and break down barriers that lead to misunderstandings and conflicts.
For instance, survey employees to make sure they have all of the tools they need to successfully complete their assignments. These may include tools for video conferencing, task management systems, and messaging apps. You can also use collaboration software to store important team resources, set up workflows, and give team members an overview of what’s in the pipeline.
Practice upfront communication
Promote transparent and honest communication to avoid misinterpretations and address issues before they escalate. For instance, if a major company change is coming in Q2, don’t wait until the end of Q1 to make the announcement. Keep your team members in the loop early.
Set clear expectations
Clearly define roles, responsibilities, and expectations to minimise ambiguity and prevent conflicts stemming from misunderstandings.
Host communication trainings
Provide employees with the tools and skills they need to practice active listening and express themselves effectively. Be sure to also invest in a corporate LMS to offer conflict resolution trainings to demonstrate how to resolve conflicts in a constructive manner.
Apply Robert’s Rules of Order during meetings
Use Robert’s Rules of Order as a framework for conducting meetings in an organised, respectful, and productive manner. Robert’s Rules of Order also provides a framework for mitigating debates to ensure discussions are focused, and all voices are heard.
Incorporating these strategies into your workplace practices can help foster a culture of understanding, respect, and positive conflict resolution.
By equipping your team with effective communication skills and processes, you can proactively address conflicts and promote a work environment where collaboration thrives.
But what happens when a conflict arises anyway? Head to strategies two and three to find out.
2. Set a meeting to get on the same page and find a win-win solution
Address conflict promptly and constructively by setting a meeting to bring all parties together. Apply the following steps during the meeting.
Step 1: Practice active listening so all parties feel heard and understood
Listening with the intent to understand is key to resolving conflicts peacefully and reaching a mutually beneficial resolution.
Step 2: Ask questions to understand the core issue
Encourage open dialogue by asking questions that aim to uncover the root of the problem. Providing everyone with a fair chance to express their perspectives and concerns can facilitate a more transparent and productive discussion.
Step 3: Seek common ground and a peaceful resolution
Identify areas where all parties agree. By focusing on shared business goals and interests, you can move toward finding a solution that benefits everyone involved.
Step 4: Find a compromise and learning opportunity
Strive to find a compromise that meets the needs and interests of all parties. Look for a silver lining in the situation and extract valuable lessons that can contribute to personal and professional growth for everyone.
In cases of high conflict, consider meeting with individuals separately before arranging a group meeting. This approach can help address underlying issues and prepare each person to engage more constructively during the collective discussion.
3. Set a peer mediation meeting
Foster team camaraderie by setting a peer mediation meeting. Peer mediation [link to ] works well in a decentralised management structure and hybrid work environments where managers are less hands-on.
In peer mediation meetings, team members take the lead while you offer support where needed.
Peer mediation can also promote collaboration and understanding among team members, promoting a more positive work environment. It can also foster more meaningful workplace friendships.
On the other hand, when the boss steps in, it can create a power dynamic that may not always lead to long-term solutions. Team members may also feel intimidated by their manager’s conflict management style.
Before creating a peer mediation programme, make sure your team members have attended conflict resolution and communication training. This is key to equipping them with the tools necessary to navigate and address conflicts effectively.
It may also be beneficial to have a neutral peer mediator facilitate the meeting. In this scenario, ask the peer mediator to follow the steps in Strategy 2 to help find a win-win solution.
When team members lead the show in peer mediation, they not only develop their conflict resolution skills but also cultivate a sense of ownership and accountability in resolving issues within the team.
By choosing peer mediation over manager-led interventions, you empower team members to work together, build stronger relationships, and foster a culture of open communication and mutual respect.
Wrapping up
Conflict is bound to happen in a hybrid work environment where information silos and communication hurdles often run rampant. That’s why it’s crucial to integrate systems that prevent workplace conflict.
But, when conflict does inevitably arise …
Setting meetings to find win-win solutions and considering peer mediation can further strengthen workplace relationships and lead to sustainable resolutions. Asking for and implementing regular employee feedback can also help you stay on top of workplace issues before they start — or get worse.
Author: Guillaume Deschamps – Content Manager, Wordable.io & PR Manager, uSERP.
Photo credit: Mart Production
