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Conflict management in work teams

Regarding conflict management in work teams, we want to dispel a few myths.

Conflict management work teams

It is not necessary to:

  1. Involve all interested parties
  2. Lose your sleep for months/years over this
  3. End up in a lawsuit or similar
Conflict management

We have been taking care of conflict management in work teams since 2010. We hope this article will be helpful for anyone involved in a contrast. Either directly or indirectly.

We cannot help but cite a case where conflicts between two business partners, who owned a manufacturing enterprise, costed them 112.000 EUR in a single business year! And this was just from a loss of orders and a decrease in productivity. If we were to quantify the indirect costs…

Anyway, let’s start from the beginning.

1. Involve all interested parties

It is sufficient to identify one person who is available and willing to put an end to the dispute. We have developed a protocol that we have been using since 2010 to manage conflicts in work teams, which allows putting an end to the diatribe by working with just a single person.

The considerations we make on this point and the next ones are applicable to all kinds of contrasts, regardless of whether they concern multiple people or groups. Regardless of whether they are between partners, managers, or employees. Regardless of whether they are between people on the same level or not, it is not necessary to involve everyone in order to successfully manage the conflict.

2. Lose sleep for months/years over this

We have long-standing experience in the management of conflicts in work teams. There are techniques and approaches that allow unlocking and solving the conflict in just a few weeks.

In fact, as demonstrated by the experience gained in consulting, training, and personal development, the desired change either comes rapidly or it never does. If it does not arrive quickly, it is best to let go. Otherwise it becomes therapeutic obstinacy.

3. End up in a lawsuit or similar

Often we get called up when lawyers are already involved and perhaps lawsuits are ongoing. Granted that we always recommend to seek the assistance of a legal professional and/or a labor consultant, in case there are legal disputes, we believe it is not inevitable having to sue or fire people.

It is not a case if our job consists in turning management of conflicts in work teams into an opportunity for growth and development of an organization.

By CRIFA

Disruptive Change Management

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