Working with High Conflict Employees
Working with high conflict employees can be a challenging aspect of any job. Their confrontational behavior, tendency to create drama, and difficulty in working collaboratively can disrupt team dynamics and affect overall productivity. However, by adopting the right approach and implementing effective strategies, you can manage high conflict employees more effectively. Here are some tips to help you navigate this challenging situation:
Address Issues Promptly: It's important to address conflicts and issues with high conflict employees promptly. Ignoring or delaying action can allow the problem to escalate further. Schedule a private meeting to discuss their behavior, express your concerns, and provide specific examples of how their actions impact the team. Be firm but fair in your approach and maintain a calm and professional demeanor throughout the conversation.
Active Listening and Empathy: High conflict employees often feel unheard or misunderstood, which contributes to their confrontational behavior. Practice active listening during discussions to demonstrate that you value their perspective. Show empathy by acknowledging their feelings and concerns. This approach can help create a more open and constructive dialogue, fostering a sense of understanding and collaboration.
Set Clear Expectations: Clearly communicate your expectations regarding behavior, performance, and team dynamics. Establish specific guidelines for acceptable conduct and reinforce the importance of professionalism and respect. Provide clarity on job responsibilities, deadlines, and performance metrics. By setting clear expectations, you provide a framework for high conflict employees to understand what is required of them.
Offer Constructive Feedback: High conflict employees often struggle with receiving feedback, as they may perceive it as a personal attack. When providing feedback, focus on specific behaviors or actions rather than making it personal. Be constructive and offer suggestions for improvement. Frame feedback as an opportunity for growth and development, emphasizing how it benefits both the employee and the team.
Mediation and Conflict Resolution: If conflicts arise between the high conflict employee and other team members, consider engaging in mediation or conflict resolution techniques. A neutral third party, such as a supervisor or HR representative, can facilitate discussions to help both parties understand each other's perspectives and work towards finding common ground. Mediation can be especially beneficial when the conflict is affecting team dynamics and collaboration.
Document Incidents and Interactions: Keep a record of incidents involving the high conflict employee. Document specific incidents, conflicts, and any inappropriate behavior. This documentation can serve as evidence in case further action needs to be taken or if it becomes necessary to involve HR. Accurate records help protect the interests of the team and the organization.
Encourage Professional Development: Offer opportunities for professional development and training to help high conflict employees develop their interpersonal skills, emotional intelligence, and conflict resolution abilities. Providing resources and support to improve their communication and collaboration skills can contribute to their personal growth and professional success, ultimately benefiting the team as a whole.
Seek Supervisory Support: If the behavior of a high conflict employee persists despite your efforts, involve your supervisor or the appropriate authority within your organization. Seek their guidance on how to handle the situation effectively. They may have additional insights or resources to address the issue more proactively.
Maintain a Positive Team Culture: High conflict employees can have a detrimental impact on team morale. As a leader or team member, focus on maintaining a positive team culture. Encourage open communication, collaboration, and mutual respect among team members. Recognize and celebrate achievements to foster a sense of unity and shared goals within the team.
Dealing with high conflict employees requires patience, empathy, and effective communication skills. By addressing issues promptly, setting clear expectations, offering constructive feedback, and seeking appropriate support, you can manage the situation more effectively while preserving team dynamics and productivity.
If you have a tricky employee that you would like to talk about, give us a call 0438 023 155 to see how we can help, alternatively book in for a free 15 minute consultation.