This question often comes up during job interviews for a new manager. Decisions are usually made based on the answers given. Why is conflict management so essential in the job of manager? In reality, it makes it possible to assess the real skills of this executive in the field. Even some experienced managers do not fully understand this subject. It's never too late to learn. Discover in just a few lines the fundamental techniques to quickly understand and master conflicts as a manager.
Understand the nature of conflicts
A good conflict manager has above all great analytical skills. There will not be one, but several types of discord in a company. The members of the team involved in a conflict first of all vary the type of misunderstandings. Co-workers may not get along with each other. The manager must quickly regularize this situation.
Conflicts can also directly concern the manager. For example, employees react unfavorably to the organization in place. Or conversely, the manager may have difficulty communicating with particular agents. These situations, sooner or later, will lead to direct confrontations which do not always take place peacefully.
Finally, there will be conflicts that are literally provoked. It is rare for a manager to be the cause. In most cases, it is the employees who embark on this showdown. These conflicts often induce some agents to make mistakes. Their management is very delicate, and turns out to be the most difficult.
Act first and foremost for yourself
Stress in the manager and its impact on the productivity of the company are the main consequences of an unmanaged conflict. This framework is doubly impacted a priori. It is therefore up to him to adopt a precise modus operandi according to the situation. The first of his reactions will have to be series of questioning.
It is essential to take a step back in the event of a conflict, to avoid the direct confrontations that ensue. By taking refuge in his quarters, the manager will calm the situation. He will take the opportunity to analyze the situation well. As a manager, he plays the role of mediator when the case resumes. Thus, he will have to gather all the factual elements that quickly resolve the conflict.
The objective of a manager in managing a conflict is to find an agreement. Dialogue, although mandatory, is not always enough to achieve this goal. It is up to the manager above all to set up a whole plan of approach according to the nature of the conflict.
Act towards employees
It is only after mature reflection, a very objective analysis of the situation and above all by having all the factual arguments that the manager will embark on pure conflict management. Communication and above all active listening will be the arts to master in order to deal with these direct confrontations. It is necessary at all costs to avoid tensions, to temporize while gradually advancing lasting solutions.
Generally, the manager interviews employees individually to try to resolve a conflict. It's sort of an in-depth investigation of the real reasons for the situation. A general meeting will then follow. This must be led from start to finish by the manager. Concrete, plausible and, above all, shared decisions will result from this. They should also be monitored.
This mode of management generally works for organizational conflicts. Disagreements may be related to non-compliance with commitments, internal regulations, labor laws or other similar breaches. In these cases, the manager must contact the human resources services. The corresponding disciplinary measures will be taken.
