Home Self-Improvement 12 Ways to Handle a Conflict with a Coworker

12 Ways to Handle a Conflict with a Coworker

by Letomi
0 comment 259 views
How to Handle Conflict with a Coworker

What Would You Do if You Had a Conflict with a Coworker?

1. Discuss The Problem of Face-To-Face. Immediately.

  • Don’t let the problem marinate any longer than you have to; schedule a face-to-face meeting in a private setting with your coworker, and block off plenty of time so that both of you can express where you’re coming from.
  • It may be tempting to solve things via email, especially if the idea of conflict makes you cringe. But trying to resolve a disagreement in that manner is inefficient and can potentially make the situation worse — it’s really easy to misunderstand someone’s thoughts when they’re not accompanied by things like a tone of voice or facial expressions. And this is especially true when both parties are feeling defensive. So suck it up, and talk in person — sometimes, this gesture alone is enough to defuse things.

2. First establish a belief: believe that 80% of conflicts are caused by misunderstandings. 

3. Don’t be afraid of conflict. Conflict can expose shortcomings in our work processes and work methods and help us solve problems that are easily overlooked.

4. Another positive effect of conflict is to cure procrastination, and forces us to have to get the problem fixed in the first place.

  • If trouble has been brewing between you and a coworker for a while, don’t wait until you both feel completely hostile towards one another. Addressing the issue early will prevent it from snowballing into an even bigger problem — especially if the problem turns out to be a misunderstanding or a relatively small issue.
  • However, if you got into a sudden argument with a coworker, it’s best to wait until both of you have calmed down and can have a level-headed conversation. You won’t gain anything by forcing a confrontation (this applies to the world outside work, too, of course).

5. The unspoken rule of conflict management is not to get emotional.

6. Make sure the other person sees your attitude clearly: you are serious, but you are not mad. Freak-out usually manifests itself as anger and complaining around. Another name for madness is incompetence.

7. The only goal in any situation is to solve the problem and move the pace forward; “convincing” is not the goal and “who is right” is not the focus.

8. Insight before action. Insight into the other party’s demands is a prerequisite for solving problems. The best way to gain insight into what the other person wants is to ask rather than guess. Go read Nonviolent Communication and learn how to solve problems through dialogue.

9. No presumption of guilt, no delusions of persecution, no one is prejudiced against you, no one is deliberately trying to get you into trouble.

10. Before communicating, think about which concessions can be made, which ones can be made under the pretense of not making concessions, and what conditions are exchanged for each concession. Be clear about your demands.

11. If you still have frequent work intersections in the future, or you want to do things together, you might as well agree on a way to work together in the future after this conflict is resolved, delineate boundaries, and seek common ground while reserving differences.

12. You should consciously manage your persona daily. It is better to manage an impression of being “too direct” than to leave an impression of a “pleasing personality”.

Related Articles

Leave a Comment

A Place To Share Life Guide