5 Conflict Management Styles for Managers in the Modern Workplace

85% of managers dream of a conflict-free workplace.

But here’s a surprising truth: A workplace WITH conflict is more likely to succeed than a workplace WITHOUT conflict.

The reason is quite simple.

No conflict = No diversity of opinion = No creativity = No new ideas = No growth.

On the other hand, effectively managed conflict can be a powerful driver of innovation and growth.

Here are the 5 conflict management styles that all managers should know, understand, and implement:

1. Accommodating

– This is where you prioritize your employee's needs over your own.

– Useful for small conflicts, situations where you don’t care about the issue as much, or when continuing the conflict is not worth your time.

Pros:

? Leads to quick resolution and restoration of peace and harmony.

? Builds your reputation as an easygoing manager because your employees know they can speak about their problems without reprisal.

Cons:

? You might be viewed as weak if you accommodate too often.

? It might limit your ability to deal with complex conflicts.

2. Avoiding

– This involves simply sidestepping the conflict altogether.

– Useful for trivial issues or when a cool-down period would be helpful.

Pros:

? Shows that you trust your employees to act like adults and solve issues.

? Gives people time to cool down and not make rushed decisions.

? Prevents unnecessary escalation of conflicts.

Cons:

? Makes conflicts worse if used in the wrong situations.

? Impedes creative problem-solving skills and collaboration.

? If overused, you might seem incompetent because employees will think you’re incapable of handling conflicts.

3. Compromising

– This involves finding a middle ground where each party gives up something to reach an agreement.

– Useful when time is limited or complete solutions aren't possible.

Pros:

? Produces “good enough” solutions quickly so that the more important issue can be handled.

? No winner, as both parties win something and lose something.

? Managers who use this are seen as solution-oriented.

Cons:

? Might cause leftover resentment if a party is not satisfied with the results.

? Dissatisfaction with the results might cause it to rise again in the future.

? If used too much, managers will end up erasing their employees’ goodwill and will be unable to execute collaboration among them.

4. Competing

– This is an assertive, but not necessarily cooperative, approach.

– Useful in urgent situations requiring decisive action.

Pros:

? Shows that you’re strong and will not back down on your principles.

? Disputes are solved quickly since there is no space for any disagreement or discussion.

Cons:

? Makes you appear unreasonable and authoritarian.

? Crushing disagreement won't create happy, productive employees, and it's unlikely to result in the best solutions most of the time.

5. Collaboration

– It means you find a solution that is win-win for both parties, rather than finding a middle ground.

– Useful for situations where the issue is big and significant.

Pros:

? It actually solves the problems from the root.

? Manager who implements this tactic is seen as skilled.

? Leads to creative problem-solving and creates stronger professional relationships.

Cons:

? It is energy- and time-consuming.

? Deadlines or production may have to be delayed while solutions are found. This can result in heavy losses at times.

Remember, the best style depends on the situation and the personalities involved.

By understanding these approaches, you can choose the most effective way to navigate conflict and turn it into a positive force for growth.

Is there any other method you use to resolve conflicts? Let’s talk!