Conflicts happen where people have interactions, regardless of the place and setting. Thus, disagreements don’t come as a surprise in the workplace, whether it be an employment concern, conflicts with peers, wage dispute, discrimination, or delayed work benefits. It is an inevitable aspect of life that we need to face and resolve in the best way possible.
The last thing we need is to find ourselves stuck in the middle of heated discussions that can quickly turn into violence and expensive lawsuits. Therefore, companies need to equip themselves with nonviolent resolution strategies that will help resolve arising conflict before things spiral down.
Understand and acknowledge the issue
While you may think that ignoring the issue is the fastest and easiest way out of the situation, you are only digging yourself an inescapable hole. Dismissing the complaints and rescheduling the meeting, hoping the heat will eventually die down, will only cost the company in the long run. If you aren’t careful, the incoming lawsuits may even put a significant toll on your production, renewal, franchise, brand, and reputation.
Conflicts, no matter how big or small, are still conflicts. The number of victims and the amount of money involved does not make any issue seem less. When we lack the confidence to settle conflicts, we become indifferent and dismissive of others’ concerns. In return, this can harm you and the organization in the long run.
A good employer understands its effects on their employees’ mental health and general well-being. Therefore, they should sit down and talk about it instead of taking it for granted. Gather all parties involved and listen to each side. If there are pieces of evidence or witnesses that can attest to what transpired, encourage them to speak up to resolve the issue right away.
If more people are involved regarding a more significant concern, consider seeking help from trusted class action mediation services or any neutral third-party organization to facilitate the dispute. Having this in place will help lessen the burden, take control of any outcome, and develop any settlement without bias. In addition, this can help pacify the parties involved.
While we need to accept that conflicts are a natural part of life, we must also know how to mitigate them healthily. In return, this can potentially open doors for growth, development, and better relationships that will serve both ends in the long run.
Practice empathy and compassion
Mastering empathy and compassion is a vital component each individual and organization should have. It fosters healthy communication, strengthens the connection, and serves as an effective nonviolent conflict resolution. Thus, putting it into practice can help mitigate conflicts both personally and professionally.
However, it shouldn’t stop there. Managers should encourage this practice within the workplace with or without any disputes and conflicts. According to studies, compassion fosters a healthy work environment resulting in better sales, output, and productivity.
Moreover, this practice can inculcate moral values among individuals vital in creating empathetic leaders and empowered workers’ culture. Healthy bonding fosters work motivation and job satisfaction that further results in employee retention. Furthermore, this connection can create a ripple effect extending to families and communities.
While preparing for the worst is crucial, the best way to encourage nonviolent conflict resolution is to prevent issues from happening. So, strive to create a community where people can freely voice their concerns without judgment, embarrassment, or fear of losing their jobs and other consequences.
Stop, talk, and listen
In achieving a nonviolent conflict resolution, it is crucial to practice patience. This includes giving a chance for each party to talk and listen to their concerns and sides. Getting to the bottom of the issue will not happen if you remain in denial and proud.
In this case, it is essential to encourage honesty among the people concern. Avoid giving comments or opinions that may hurt, disrespect, or worsen the situation. Furthermore, employers, managers, human resources, and other authorities’ must ensure that everyone in the room refrains from blaming, cursing, and raising their voices at each other.
Remember that you are at a meeting and not a debate. Thus, nobody needs to win the arguments. Instead, explain and understand that you are there to listen to help solve the issue.
The workforce is the bread and butter of any organization. Thus, solving conflicts in a nonviolent way can help avoid absenteeism, litigation, mistrust, and turnover resulting in a better workflow. Therefore, employers must be more receptive and assertive to meet their employee’s needs and develop solutions before things go south. A good strategy can benefit a company and its employees in the long run and foster a healthy community where everyone can grow.
