Here are six more tips about encouraging meaningful and appropriate work conflict. You can also take a look at the first four tips about encouraging appropriate work conflict.
Create a group norm that conflict around ideas and direction is expected and that personal attacks are not tolerated. Any group that comes together regularly to lead an organization or department, solve a problem, or to improve or create a process would benefit from group norms. These are the relationship guidelines or rules group members agree to follow. They often include the expectation that all members will speak honestly, that all opinions are equal, and that each person will participate. These guidelines also set up the expectation that personal attacks are not tolerated whereas healthy debate about ideas and options is encouraged.Provide employees with training in healthy conflict and problem solving skills. Sometimes people fail to stand up for their beliefs because they don't know how to do so comfortably. Your staff will benefit from education and training in interpersonal communication, problem solving, conflict resolution, and particularly, non-defensive communication. Goal setting, meeting management, and leadership will also help employees exercise their freedom of speech.
Look for signs that a conflict about a solution or direction is getting out of hand.
Exercise your best observation skills and notice whether tension is becoming unhealthy. Listen for criticism of fellow staff members, an increase in the number and severity of "digs" or putdowns, and negative comments about the solution or process. Are secret meetings increasing?
In one of my client companies, staff members hold email wars in which the nastiness of the emails grows and the list of staff members copied can include the whole company. If you observe the tension and conflict is endangering your workplace harmony, hold a conflict resolution meeting with the combatants immediately. Yes, you do need to mediate. It's okay to have positive conflict but not to allow negative conflict to destroy your work environment.
Hire people who you believe will add value to your organization with their willingness to problem solve and debate. Behavioral interview questions will help you assess the assertiveness of your potential employees. You want to hire people who are willing to act boldly and who are unconcerned about whether they are well-liked. Look and listen for situations in which the potential employee has stood up for his beliefs, worked with a team to solve problems, or pushed an unpopular agenda at work. Yes, you want a harmonious workplace but not at the sacrifice of everyone's success.
Make executive compensation dependent upon the success of the organization as a whole as well as the accomplishment of individual goals. Pay executives part of their compensation based on the success of the total organization. This ensures that people are committed to the same goals and direction. They will look for the best approach, the best idea, and the best solution, not just the one that will benefit their own area of interest. This will also ensure that the people in their organizations spend their time problem solving and solution seeking rather than fingerpointing, blaming, and looking to see who is guilty when a problem occurs or a commitment is missed.
If you are using all of the first nine tips, and healthy work conflict is not occurring ... You need to sit down with the people who report to you directly and with their direct reporting staff and ask them why. Some positive, problem solving discussion might allow your group to identify and rectify any problem that stands in the way of open, healthy, positive, constructive work conflict and debate. The future success of your organization depends upon your staff's willingness to participate in healthy work conflict, so this discussion is worth your time.
Take a look at the first four tips about encouraging appropriate work conflict.
