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3 Tips to minimise destructive conflict in the workplace

by , 03 December 2015
Conflict in the workplace has the potential to easily become destructive towards the running of your business, leading to work stoppages, damage to property and even full-on violence.

Destructive conflict is characterised by:

· Lowered morale;
· Work interferences; and
· Legal action and claims which more often than not waste time and money; etc.

Having said that, here are three tips for you to know to minimise destructive conflict:

Tip#1: Train for improvement

Sends individuals or groups for training, counselling, team building or leadership skills development.

For example, if an employee, or a group of employees, refuses to co-operate with a supervisor, you can save the situation by offering to take the group on a team-building exercise at a location outside of the workplace.
 
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Attention: conflicts in the workplace means no motivation, wasted time and wasted money!

All studies show that in any company, without exception, tension, dissatisfaction, frustration, nerves, threats of resignation are part of everyday life.

You, as the manager should handle conflict quickly and efficiently. Otherwise they will cause a bad atmosphere in the workplace, lack of employee motivation and loss of concentration. These will all lead to wasted time and financial loss.

Discover how to deal with conflict and reduce the negative effects it causes in the company…
 
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Tip#2: Set higher goals

Set an ambitious target that will distract employees from current issues and internal differences in the workplace, and focus their energy on the outlined goals.

For example, the supervisor and group of employees can be given new sales targets. You can also  encouragthem amd show how they can be better than other work teams. This type of rivalry can then be constructive.

Tip#3: Change the system

In other words, restructure operations, move teams around, including individuals, and appoint new leaders.

For example, you can put employees through aptitude tests in order to spot out leadership qualities and send qualifying individuals for training to become supervisors. In doing this, the supervisor will receive less pressure from ambitious employees.

*If none of these tips seem to help, in that conflict keeps recurring, then you might need to introduce a conflict management strategy.


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