How can you manage conflict to promote team retention?

Conflict is inevitable in any project, especially when you have a diverse and talented team working towards a common goal. However, how you handle conflict can make a big difference in your team's performance, satisfaction, and retention. In this article, you will learn some practical tips on how to manage conflict effectively and positively, and how to foster a culture of trust and collaboration among your team members.

1 Identify the source of conflict

The first step to manage conflict is to understand what is causing it. Conflict can arise from different factors, such as personality clashes, communication gaps, role ambiguity, resource scarcity, or divergent expectations. To identify the source of conflict, you need to listen actively to all parties involved, ask open-ended questions, and avoid making assumptions or judgments. By doing so, you can clarify the issues, interests, and needs of each party, and avoid escalating the conflict further.

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✨️ Candace Grant ✨️

Program Manager | PMP, DASM, CSM, SAFe POPM
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Active listening is a great way to get the perspective of different parties involved in a conflict but this process is often ineffective due to poor meeting facilitation, resistance of stakeholders to speak openly and honestly and ineffective or non existent follow through of ideas presented. It is really important that management be committed to working with the team to resolving conflict and empathizing with employees who sincerely want to do their best but are having a different time due to persistent conflicts in the workplace.

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2 Choose the appropriate style

The second step to manage conflict is to choose the appropriate style to deal with it. Depending on the situation, you may adopt one of the following five styles: competing, collaborating, compromising, avoiding, or accommodating. Competing is when you assert your position and try to win the conflict. Collaborating is when you seek a win-win solution that satisfies both parties. Compromising is when you find a middle ground that partially satisfies both parties. Avoiding is when you ignore or postpone the conflict. Accommodating is when you give in to the other party and sacrifice your own interests. Each style has its pros and cons, and you need to consider the importance of the issue, the relationship, and the power dynamics before choosing one.

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✨️ Candace Grant ✨️

Program Manager | PMP, DASM, CSM, SAFe POPM
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As an employee, I have cylcled through all the stages mentioned above the manage conflict. I became very competitive with colleagues instead of articulating my needs for better compensation and treatment in the workplace. I sometimes collaborated to get a win win situation. This got other parties satisfied but I did not truly feel like I was seen or heard. At least there was some resolve so I was able to be okay with the decision. At times I ignored passive aggressive behavior that was directed towards me. Finally, I have accommodated others to sacrifice how I felt. None of these approaches were as effective as having a meeting space where I was allowed to truly express how the issue affected me and propose a fair resolution with the team.

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3 Apply the right skills

The third step to manage conflict is to apply the right skills to execute your chosen style. Some of the skills that can help you manage conflict effectively are: empathy, assertiveness, negotiation, problem-solving, and emotional intelligence. Empathy is the ability to understand and share the feelings of others. Assertiveness is the ability to express your own feelings and needs respectfully and confidently. Negotiation is the process of finding a mutually acceptable agreement. Problem-solving is the ability to generate and evaluate alternatives and solutions. Emotional intelligence is the ability to recognize and regulate your own and others' emotions.

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✨️ Candace Grant ✨️

Program Manager | PMP, DASM, CSM, SAFe POPM
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Emotional intelligence is underrated in the workplace and it is exactly what a lot of employees need to thrive. Sometimes choosing the right approach is what is needed but people who lack the emotional control don't seem to know when to be assertive vs. when to empathize with others. For a leader, this can lead to alienation from the team and a lack of productivity, stemming from an ineffective approach to communication. Persons at every level on the org chart would benefit from knowing how to approach situations to get an outcome that will benefit them. Individuals need to assess their own strengths and weaknesses in order know which skill they should develop in order to have their goals and objectives met in the workplace.

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4 Follow up and monitor

The fourth step to manage conflict is to follow up and monitor the outcomes of your conflict resolution. This means that you need to check whether the agreement reached is implemented and respected, whether the relationship between the parties is improved or restored, and whether the conflict is resolved or recurring. By following up and monitoring, you can ensure that the conflict is not left unresolved or unresolved, and that you can address any issues or concerns that may arise in the future.

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✨️ Candace Grant ✨️

Program Manager | PMP, DASM, CSM, SAFe POPM
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By far, lack of follow up has been the most frustrating part of dealing with issues in the workplace. As an employee I always take the initiative to follow up on solutions presented in meetings. It is better for the parties involved, especially those on the lower levels of the org chart to follow up on a solution that could potentially improve their own experience instead of waiting for a manager to take action. Since mangers are managing a variety of tasks, they will appreciate you bringing a solution to the table that allow them to focus on other issues. Be the person who takes detailed notes on all aspects of a solution presented in meetings, so you can follow up with a tailored approach that is in your best interest.

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5 Build a positive team culture

The fifth step to manage conflict is to build a positive team culture that prevents or reduces the occurrence and impact of conflict. This means that you need to establish and communicate clear goals, roles, and expectations for your team, provide regular feedback and recognition, encourage open and honest communication, promote diversity and inclusion, and create opportunities for team bonding and learning. By building a positive team culture, you can foster a sense of trust, respect, and collaboration among your team members, and enhance their commitment and retention.

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6 Manage your own emotions

The sixth and final step to manage conflict is to manage your own emotions. Conflict can trigger strong and negative emotions, such as anger, frustration, fear, or anxiety, that can impair your judgment, communication, and behavior. Therefore, you need to be aware of your own emotional reactions, and use strategies to calm yourself down and cope with stress. Some of the strategies that can help you manage your own emotions are: breathing deeply, taking a break, reframing the situation, seeking support, and practicing self-care. By managing your own emotions, you can avoid reacting impulsively or aggressively, and act more rationally and constructively.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you manage conflict to promote team retention?

1

2

3

4

5

6

7

1 Identify the source of conflict

2 Choose the appropriate style

3 Apply the right skills

4 Follow up and monitor

5 Build a positive team culture

6 Manage your own emotions

7 Here’s what else to consider

Project Leadership

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How can you manage conflict to promote team retention?

1

2

3

4

5

6

7

1 Identify the source of conflict

2 Choose the appropriate style

3 Apply the right skills

4 Follow up and monitor

5 Build a positive team culture

6 Manage your own emotions

7 Here’s what else to consider

Project Leadership

Rate this article

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