Be A Super Manager: 6 Steps to Resolve Team Conflicts

Supervisory roles come with great power and responsibility, and one of the key responsibilities is managing team conflicts gracefully. If you are a supervisor and one of your team members approaches you, expressing discomfort due to comments and remarks made by another person in the team, how would you handle the situation??

In this article, we'll discuss a step-by-step guide that packs a punch (no pun intended!) for supervisors to resolve conflicts among team members peacefully.?

Why Do Conflicts Within A Team Occur?

A conflict within a team may occur due to:?

• Differences in Perspectives: Varied viewpoints and approaches among team members can lead to conflicts.
• Communication Breakdowns: Misunderstandings, unclear communication, or lack of effective communication channels can contribute to conflicts.
• Unmet Expectations: When team members' expectations are not met, it can lead to frustration and conflicts.
• Competition for Resources: Limited resources, such as time, budget, or recognition, may trigger conflicts among team members competing for the same resources.
• Role Ambiguity: Unclear roles and responsibilities can result in overlapping duties and conflicts about who should handle specific tasks.
• Personality Clashes: Differences in personalities, working styles, or interpersonal skills can lead to conflicts within the team.
• Power Struggles: Issues related to authority, decision-making, or perceived favouritism can create power struggles and conflicts.
• Cultural or Diversity Issues: Differences in cultural backgrounds, values, or diversity-related factors may contribute to misunderstandings and conflicts.
• Workload Imbalances: Unequal distribution of tasks or perceptions of unfair workloads can be a source of tension within a team.
• Lack of Team Cohesion: Insufficient team bonding, trust, or a sense of unity can make conflicts more likely to occur.
• Unclear Goals and Objectives: Lack of clarity regarding team goals and objectives can lead to disagreements on priorities and the direction of the team.
• Feedback Challenges: Difficulty in giving or receiving constructive feedback can hinder team members' ability to address issues before they escalate into conflicts.
• Organisational Changes: Changes in leadership, structure, or policies within the organisation can create uncertainty and contribute to conflicts within the team.
• Stress and Burnout: High levels of stress or burnout among team members may lead to irritability and conflicts.

Now, with all these potential causes lurking to wreak havoc in team dynamics, you must be prepared to handle it.

How To Resolve Conflicts In 6 Effective Steps??

Imagine there are two parties involved: the complainant and the offender. The complainant is the one who brings the issue to your attention, and the offender is the person responsible for making comments or remarks that have made the complainant uncomfortable. How would you handle this situation? Let's break it down into simple steps that you can follow to smoothly and gracefully resolve this conflict at work.

Step 1: Listen and Empathise

Step number one is to listen to the complainant's side of the story. Initially, help the complainant calm down because they might feel like a victim in this situation. Once they are composed, actively listen to their perspective. Empathise with them, understand all the details, and inquire about the frequency of such incidents. Is this a regularly occurring pattern? Or is a one-off incident, so you mustn't make a judgment based solely on the complainant's perspective.

Step 2: Impartial Investigation

Step number two involves conducting your impartial investigation. Maintain confidentiality, and don't disclose names within the team. Inquire about the team's culture and check if there are any individuals known for making remarks that are not well-received. Gather general intelligence without making any judgments. It's important to stress that your role is to suspend judgment during this phase.

Step 3: Connect with HR

In step three, connect with HR. Often, there's a misconception that involving HR means escalating the issue. However, in this case, connecting with HR is about seeking guidance and support in handling the situation effectively. It's essential to approach this matter delicately and without making hasty judgments.

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This is a unique situation, and HR can provide specific and valuable advice on people management. It's essential to consult with HR, clearly stating that you're not formalising a complaint but seeking guidance on handling the situation more effectively. Keeping HR in the loop is crucial for maintaining transparency.

Step 4: Give Feedback to the Offender

Step number four involves giving feedback to the offender. After gathering evidence and listening to the complainant, it's important to provide the offender with an opportunity to share their side of the story. Treat them with full dignity and respect, avoiding premature judgments. It's crucial to understand that suspending judgment ensures fair treatment and allows for a more objective assessment.

Step 5: Ensure Confidentiality and Zero Tolerance

During the feedback session, express that certain remarks may not be well-received by team members and discuss potential consequences or challenges in team dynamics. Encourage self-reflection, asking if they have observed any impact on the team due to their behaviour. It's important to handle this process delicately, recognising that not everyone may be skilled at receiving feedback.?

If the meeting becomes emotionally charged or inconclusive, consider ending the discussion and reconvening at a later time, ensuring the issue is addressed promptly. This approach allows for a more constructive and thoughtful resolution to the situation because if there is too much delay, the messaging may get diluted. It's crucial to convey that the feedback to the offender is strictly confidential, and any retaliatory actions will not be tolerated. This ensures that the organisation has a zero-tolerance policy for such behaviour.

Step 6: Reconnect with the Complainant

Follow up with the person who filed the complaint, assessing their feelings and any positive changes in the workplace. Check for signs of retaliatory actions and ensure that the situation has been gracefully handled.

Conclusion

Supervisory roles are coveted, but they come with challenges that require strong people management skills. By following these steps, you can navigate such situations with grace and effectiveness. Remember, being a super manager involves not only power but also responsible and empathetic leadership. Don’t be the manager that you have studied by the book to become— be the manager your team exactly needs!?

About Author?

Satyajit Senapati is a best-selling Author, TEDx & Public Speaker, and Mentor. He has 2 decades of management consulting and corporate strategy experience in leading organizations such as Deloitte, KPMG, Jio, Novartis, etc. He holds an MBA from IIM Lucknow. For more information explore?

Website: www.satyajitsenapati.com ?