Enabling employees to take a constructive approach to conflict
Your policies and your values doubtless indicate that you expect your employees to talk directly to each other when problems arise.
But it is not enough to have the expectation, or to state it in your policies! Because most of us avoid difficult conversations, and the more we are in conflict with someone, the more reluctant we are to talk to them about it. Being reluctant to talk to someone we are in conflict doesn’t mean we are ‘weak’, ‘shy’ or ‘gutless’, it means we are human.
Every one of us can struggle to raise things directly when our negative emotions are engaged. And so sometimes we wait until the situation explodes or becomes unbearable, when we can justify to ourselves making a formal complaint or resigning.
Either option can mean disaster, for the people involved and for the employer. Lost productivity, sickness absence, loss of talent, and disengaged employees are par for the course where people are left to get on with ‘getting on’ with each other.
Imagine if all your employees had the confidence and skills to raise difficult matters or sources of complaint directly with others. This would save management time, result in better decisions and more output, it would mean better customer service and HR who are free to get on with more strategic issues.
Giving your employees conflict management skills means giving them a better understanding of the impact of their behaviour on others; having better communication skills means they don’t inadvertently trigger disagreements or offend colleagues; and it means that when they do have a complaint that needs management or HR support, it will be something more appropriate for you to step in and deal with.
The facilitation for HR training was excellent both in terms of the content and the trainer who was professional and very knowledgeable. Some aspects of the training were specifically tailored to meet our particular needs and the learner feedback was extremely positive.
Informative, thought provoking and inclusive…Good delivery honest, grown up attitude. I liked the trainer’s style!
CMP delivered intensive bespoke conflict management training to 200 managers, to achieve a significant boost to managers’ confidence and skills in managing transition during a time of change, and contributing significantly to achieving the organisational goal of preventing and managing bullying and harassment. CMP listened to our needs and worked with us to develop a course that satisfied our requirements.
The trainer was really dynamic and engaging, the conflict management training was relevant, interesting with practical examples.
This conflict management training was far and away the best training I have had on the subject and some of the best training that I have had in my 10 years with Sue Ryder. I recommend that it is seen as a priority for all managers as the course was relevant to anyone who manages people or finds that they need to mediate between people.
A very informative and useful course that should be part of core management training.
Our front-line housing staff regularly face challenging and potentially threatening situations. We engaged CMP to equip our staff with appropriate skills to meet these challenges and defuse threatening situations. Their professional approach and participative style have always been well-received and have contributed to the first-class customer service we aim to deliver.
Opened up a new way of viewing conflict at work and in everyday life.