3 E formula to End Workplace Conflicts
Colleagues at work have a complicated dynamic. Neither they can raise voice, nor they can keep tolerating. I have a conflict resolution formula for you. Read on to discover.
Like most new managers, I faced difficulty getting work done by colleagues in other departments.
A particular episode from 10 years ago stands out in my mind. I made a new marketing campaign to promote our online app. It was approved by our department head. However, when I raised a budget request with the finance team, this is what I got
“Disapproved; this is more budget than last time.”
“Why are you guys doing this ad on Facebook?”
“Distribute pamphlets in the mall yourself”
The finance manager doled out unwanted marketing advice while refusing to accept my proposal. These remarks wounded my ego and shattered my enthusiasm. Imagine pouring your creative energies into a campaign only to be told, "This is not good." That, too, is from a department that is clueless about marketing practices. It felt horrible.
But this changed over the course of my career. I recall a pivotal moment that reshaped my thoughts. A finance director, who was once a perceived adversary, played a crucial role in preventing a costly mistake. This time, my marketing plan was so focused on acquiring a consumer base through advertising that it overlooked profitability. The finance director pointed this out and urged me to rework it.
Initially, I was defensive. But then I realized the importance of these metrics and made adjustments. The result was a better plan and a friend in the finance department.
Reflecting on this incident has made me realize the importance of taking well-intended advice rather than being discouraged by its delivery. In the heat of the moment, I had attributed the conflict to the negativity of those involved, but upon reflection, I understand that I too could have handled the situation better.
Young workers often start office conflicts by underestimating others, overestimating themselves, and being easily offended. I use to be like this in my initial years.
Experienced leaders know how to work with stakeholders and deal with verbal attacks. Fortunately, I learned leadership tactics from veteran managers over the last 10 years. As a leader, having the ability to influence individuals beyond one's direct team is a crucial competency.
Here is my formula to handle such workplace conflicts:
Empathise with Colleagues: Colleagues are fulfilling their duties and every department has value. Adopting this perspective allows for appreciation of the message, even if delivered harshly.
Extract Constructive Feedback: In order to avoid misunderstandings and promote clarity, I make it a priority to schedule one-on-one meetings when group discussions become heated. While I am happy to offer suggestions and guidance, I prefer to take a hands-off approach and allow my juniors to handle conflicts with their peers in other departments. However, if the situation escalates, I find it helpful to document the issue, as this not only serves as a record of the incident but also helps to diffuse any heightened emotions.
Expunge Negativity: Instead of focusing on negativity and spreading rumors about our colleagues, I believe it is important to maintain a professional attitude and focus on our work. Additionally, tone and attitude are critical elements of communication, and if they seem off, it is important to seek clarification and understand the underlying cause. In cases where employees are uncooperative, it is vital to defend our rights and take necessary measures. We can and should report the incident.
Have you ever faced challenges with colleagues or departments that made your job more difficult? I would love to hear if you have had any similar experiences and what you did about them.
P.S. Books that my mentors recommend on this topic
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Really love how many gold nuggets are packed into one short piece! This is going to be ever-green, super valuable advice for all professionals. Thank you for sharing your hard-earned wisdom!