Workplace conflicts are a dime a dozen. However, ignoring and not attending these conflicts can cost you both your employee morale and productivity. It’s important to remember that workplace conflicts not only drain your employee morale, they’re a major drain to your resources as well.
As a recruitment agency, we believe that we’re the best resource when it comes to managing and identifying workplace conflicts. But before we dive into the different workplace conflicts, let us first define what a true workplace conflict is.
What is a Workplace Conflict?
A workplace conflict can be described as any disagreement or negative behavior. Usually, these conflicts involve the human resources team and often disrupt workflow and collaboration. No matter how well behaved your employees are, workplace conflicts are bound to occur.
This is especially true when times are tougher — as stressed and burnt out employees are more prone to emotional breakdowns. It is up to the human resources team to both prevent employees from reaching the breaking point as well as deal with conflict resolution. Keep in mind that this can be an especially difficult task for the HR team. The way your human resources team deals with issues, when tensions and emotions are high, will either add fuel to the fire. Or quell it for good.
4 Common Workplace Conflicts HR’s Should Take Note Of
One way to prevent workplace conflict is by recognising and identifying some of the more common reasons why employees lash out. Below, we list some of the more common issues that can result in workplace arguments.
1. Personality clashes
Personality types matter when employees are expected to work together in close quarters. Our personalities determine the way we work. Some triggers that lead to personality clashes are:
Background differences: Today’s workplace is more diverse than ever. We have different generations (i.e. Gen Z, Millennials and Baby Boomers) working under one roof. Unfortunately, diversity can sometimes lead to plenty of opportunities for workplace clashes and arguments. For example, an expatriate employee might have a different approach to work compared to a Singaporean employee. The only way to mitigate this would be through educating your employees.
Work style differences: Some personality types like to cooperate with one another. Others prefer to compete. When these two vastly different personalities are placed next to one another, it can be problematic. Which is why HR teams and hiring managers are encouraged to hire employees with similar personality types.
Different attitude: Humans are different, that’s what makes us all interesting. However, pairing an emotional employee with someone who isn’t emotionally intelligent can lead to some issues down the line.
One way to prevent potential personality clashes at the workplace is by encouraging employees and job seekers to complete the Myers-Briggs Personality Test (MBTI). This allows organizations to match employees who are compatible with the right team and even manager. Additionally, this allows the organizations to avoid potential miscommunication and causes for workplace indifferences.
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2. Company issues
Issues such as poor management and leadership can snowball into workplace conflicts. The main triggers for conflicts between managers and their employees include lack of communication, direction, presence, and authority. In other words, a poor leader and guide can potentially brew more conflicts at the workplace.The good news is that bad leaders can transform themselves into good ones. Some ways to improve and strengthen your leadership skills is to be a more empathetic and present leader.
Learn more about the traits of successful leaders.
3. Discrimination
Discrimination is perhaps one of the more serious causes of workplace conflict. This is one that will require the help of the human resources team. Any harassment or discrimination based on your employee’s race, gender, sexuality, and disabilities means that there is a serious need for the company to be more inclusive. Keep in mind that the organization can face severe repercussions when discriminatory based conflicts are not handled properly. For instance, TAFEP can get involved in cases when sexual harassment and racial discrimination comes into play.
Learn more about how to deal with sexual harassment at the Singapore workplace here.
4. Conflict of Ideas
Creative differences are no stranger to the workplace. However, there is the potential to turn the conflict of ideas into something new and different. Supervisors can convert creative differences into an excellent brainstorming opportunity by encouraging their employees to recognize the importance of other people’s voices and ideas.
Encourage the disagreeing employees to talk through their ideas with one another and try to find a common ground. Alternatively, you could employ a mentor to help sort the creative differences between the disagreeing employees. Turn it into a healthy competition instead!
Tips for HR Employees in Singapore to Resolve Workplace Conflicts
Now that you understand some of the more common triggers for workplace conflicts. It’s time to learn the best way to resolve workplace conflicts. We list them down below!
1. Understand the root of the problem
Sometimes, the root of the problem lies in employee stress levels, personal disagreements, or even miscommunication. The best way to mitigate problems caused by these triggers would be to establish open and consistent lines of communication with your employees. Additionally, getting to know your employees better can help you pinpoint potential red flags. That way, you’ll be able to nip the growing tensions in the bud, before it turns into a full blown conflict.
2. Meet them in the middle
Unless it’s a serious offence (i.e. racial or sexual discrimination), the best way to resolve workplace conflicts is by communicating to both parties involved. Understand the problem at hand. It’ll be best to avoid taking sides and getting emotionally involved in your employees' clashes.
3. Hold them accountable
Don’t ignore the problem once you’ve managed to resolve the workplace conflict. Prevent the same problem from recurring by educating the rest of the organization on the core issues of the conflict (e.g. personality clashes or differences in working styles). Educating your employees with the proper tools needed to manage their own conflicts and expectations of one another can lead to a more harmonious office.
Conflict resolution is a skill found in well-trained and experienced HR professionals. Give your HR team the tools and time needed to focus on what really matters. Visit the BGC Group employer page for a list of services.
Read More: 5 Major Work From Home Tips All HR Executives in Singapore Fail to Utilize