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MANAGEMENT
DEALING WITH CONFLICT
“Peace is not absence of
conflict, it is the ability to handle
conflict by peaceful means”
-Ronald Reagan
One of the most challenging
aspects of being a manager
is dealing with conflict
amongst your team.
It’s vital to productivity to
get the team running like a
well oiled machine, even in
the face of adversity.
HERE’S HOW
TO DO IT
01COLLECT ALL
THE FACTS
A manager needs to be impartial in all disputes
between employees.
You need to be balanced and empathetic in
discussions about conflict, allow employees to
get their points across and be constructive at
all times.
?
01COLLECT ALL
THE FACTS
Try organising a meeting about the dispute so
each person has equal time to talk and air their
thoughts. Don’t let it become a shouting match.
?
02
In a group setting it is common for a complainant
to hold back for fear of looking bad in front of
the team.
You may need to speak to each individual in
turn before discussing the issue in a group.
CALL APPROPRIATE
MEETINGS
02
Try holding one-to-one meetings with everyone
involved, gaining insight from their perspective
and then bringing it to the group to reach a
solution.
CALL APPROPRIATE
MEETINGS
03
When conflicts occur it easy for the team to lose
sight of their original goals.
Restating the team’s purposes as well as the
value of each individual can play a big role in
resolving a dispute.
FOCUS ON
COMMON GOALS
03
Try holding a meeting in which you break down
the overall goals and discuss with each individual
how exactly they are essential to these targets.
FOCUS ON
COMMON GOALS
04
Sometimes it can be helpful to work
collaboratively with those involved in a conflict
in order to resolve it.
The sense of teamwork and reaching a common
goal can create an opportunity to repair
damaged relationships.
WORK
COLLABORATIVELY
04
Oversee a brainstorming session with everyone
together and encourage everyone to contribute
equally.
WORK
COLLABORATIVELY
05
Everyone has different ways of dealing with
conflict. Some people like to make their feelings
loudly known while others shy away from
confrontation.
It’s important to think about this when dealing
with conflicts when aiming to address issues
in a neutral way.
DIFFERENT STYLES OF
CONFLICT HANDLING
!
05
Try to shape a meeting to be constructive and
fair, consider something like a ‘talking stick’ to
make sure everyone has their fair say.
DIFFERENT STYLES OF
CONFLICT HANDLING
!
06
After the conflict has been resolved, its vital to
make sure all parties are happy with the solution
moving forward.
As part of your solution, make sure you set
guidelines to address similar conflicts should
they arise in future.
MAKE SURE THE
PROBLEM IS RESOLVED
06
Set a ‘plan of action’ based on steps taken this
time so you know what is likely to work in future.
MAKE SURE THE
PROBLEM IS RESOLVED
INTERQUEST GROUP
WHERE OPPORTUNITY CONNECTS WITH TALENT
InterQuest is a niche recruitment group divided into
expert specialist disciplines. We provide contract
and permanent recruitment services and support the
career ambitions of those working in the new digital
economy. Each of the Group’s businesses is aligned to
market sectors including Finance, Retail, Public Sector
and Not for Profit or focused specifically on an area of
technology such as testing, analytics, ERP or digital.
For more tips on professional
development and to see all of -
our latest jobs, connect with
the InterQuest Group.
GO TO
INTERQUESTGROUP.COM

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IQ Management - Dealing With Conflict

  • 2. “Peace is not absence of conflict, it is the ability to handle conflict by peaceful means” -Ronald Reagan
  • 3. One of the most challenging aspects of being a manager is dealing with conflict amongst your team.
  • 4. It’s vital to productivity to get the team running like a well oiled machine, even in the face of adversity.
  • 6. 01COLLECT ALL THE FACTS A manager needs to be impartial in all disputes between employees. You need to be balanced and empathetic in discussions about conflict, allow employees to get their points across and be constructive at all times. ?
  • 7. 01COLLECT ALL THE FACTS Try organising a meeting about the dispute so each person has equal time to talk and air their thoughts. Don’t let it become a shouting match. ?
  • 8. 02 In a group setting it is common for a complainant to hold back for fear of looking bad in front of the team. You may need to speak to each individual in turn before discussing the issue in a group. CALL APPROPRIATE MEETINGS
  • 9. 02 Try holding one-to-one meetings with everyone involved, gaining insight from their perspective and then bringing it to the group to reach a solution. CALL APPROPRIATE MEETINGS
  • 10. 03 When conflicts occur it easy for the team to lose sight of their original goals. Restating the team’s purposes as well as the value of each individual can play a big role in resolving a dispute. FOCUS ON COMMON GOALS
  • 11. 03 Try holding a meeting in which you break down the overall goals and discuss with each individual how exactly they are essential to these targets. FOCUS ON COMMON GOALS
  • 12. 04 Sometimes it can be helpful to work collaboratively with those involved in a conflict in order to resolve it. The sense of teamwork and reaching a common goal can create an opportunity to repair damaged relationships. WORK COLLABORATIVELY
  • 13. 04 Oversee a brainstorming session with everyone together and encourage everyone to contribute equally. WORK COLLABORATIVELY
  • 14. 05 Everyone has different ways of dealing with conflict. Some people like to make their feelings loudly known while others shy away from confrontation. It’s important to think about this when dealing with conflicts when aiming to address issues in a neutral way. DIFFERENT STYLES OF CONFLICT HANDLING !
  • 15. 05 Try to shape a meeting to be constructive and fair, consider something like a ‘talking stick’ to make sure everyone has their fair say. DIFFERENT STYLES OF CONFLICT HANDLING !
  • 16. 06 After the conflict has been resolved, its vital to make sure all parties are happy with the solution moving forward. As part of your solution, make sure you set guidelines to address similar conflicts should they arise in future. MAKE SURE THE PROBLEM IS RESOLVED
  • 17. 06 Set a ‘plan of action’ based on steps taken this time so you know what is likely to work in future. MAKE SURE THE PROBLEM IS RESOLVED
  • 18. INTERQUEST GROUP WHERE OPPORTUNITY CONNECTS WITH TALENT InterQuest is a niche recruitment group divided into expert specialist disciplines. We provide contract and permanent recruitment services and support the career ambitions of those working in the new digital economy. Each of the Group’s businesses is aligned to market sectors including Finance, Retail, Public Sector and Not for Profit or focused specifically on an area of technology such as testing, analytics, ERP or digital. For more tips on professional development and to see all of - our latest jobs, connect with the InterQuest Group. GO TO INTERQUESTGROUP.COM