To successfully navigate workplace conflict, managers must be able to confront team members in a positive, productive manner. Assuming it isn’t a situation that calls for firing, here are three things to keep in mind:
1. Use non-accusatory language. It’s often tempting to pin an entire problem directly on someone else. A constructive solution, despite our first impressions, is to take a step back and avoid the urge to blame.
2. Be definitive. When you’re attempting to put a stop to harmful behavior, you must be clear. Your group cannot afford any mixed messages. Therefore, be as precise as you can about what you heard or saw, how this impacts the group, and your expectations.
3. Listen. A conversation—even one you must have with an employee about their behavior—is just that: a conversation. This means it involves two people. Though you’ll need to come into the dialogue with an agenda and get your point across, the process will be infinitely more productive if you give the other person a chance to speak and, more importantly, be heard. This means you must take the opportunity to listen.
So the next time you have to confront someone in the workplace, heed these suggestions. In most situations, you can preserve group harmony, show respect and appreciation for the other person, and ensure that your expectations are clearly understood.