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Three tips to reduce the high cost of conflict in your business

by , 05 October 2015
When you work with different personalities, you're bound to clash at some point. This often leads to conflict.

And conflict can be expensive!

Conflict will dampen your staff morale and interfere with your work productivity. This can cost you time and money.

Today I'm going to give you three tips on how you can reduce conflict and not pay a cent...

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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…

Three tips to reduce conflict in your workplace

Tip #1: Train for improvement
Send individuals or groups for training, team-building, counselling, or leadership skills development. If the team refuses to work with its supervisor, you can buy some time by offering to take the whole team out for a two-day teambuilding session at a suitable venue away from the workplace.

Tip #2: Set a higher goal
Set an ambitious target which will encourage people to redirect their energies away from current issues, and be forced to put aside internal differences.

For example, the supervisor and his team (double spacing) can get a new production target and challenged to show the other teams that they can overcome their internal tensions and become the highest performing team in the company.

Tip #3: Change the game
Restructure the operations, move people and teams around, transfer individuals, appoint new leaders.

You could offer to put all the team members through an aptitude test to identify leadership qualities and send the best candidates for training to become supervisors. That way, the pressure on the supervisor from the more ambitious members will be reduced.

If none of these quick tips prove helpful in resolving the particular conflict you are faced with, or if the conflict keeps recurring, then you will need to develop a conflict management strategy. To find out how to do this, turn to chapter C01: Conflict: minimising conflict in your department in your Practical Guide to Human Resources Management. If you don't have a copy yet, click here.

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