How Can a Leader Recognize Good Employee Conflict?
The Conflict Gem
You may ask yourself, how can two employees engage in good conflict? Well, the truth is, is that some employee conflict is good conflict and it’s important for leaders know how to recognize the difference between good conflict and unproductive conflict.
When employees engage in unproductive conflict, then unfortunately their supervisor needs to intervene and help them come to a resolution and if the conflict continues then more formal corrective action steps are required. However, the good type of conflict is a continuous improvement gem. The supervisor just needs to be able to recognize the difference causes of conflict and respond accordingly.
So what are the aspects of good conflict? Well first good conflict will always be about a work-related issue. If employees are in conflict about a process issue, or the best way to accomplish their work or about a tool that is lacking or a disorganized situation, well this is all good conflict. You see both employees care about the success of their work. The conflict that arose is because both employees are striving to meet their objectives, but this shared issue is in their way and preventing success. Thus, the conflict.
In the middle of this conflict, lies a gem! This is an opportunity for a supervisor to step in and engage both employees in the solution. For example, can they work together to create a documented standard work instruction? Can they purchase an additional tool that will make them more efficient? Or can they agree on a better project structure to improve a timeline? You see, solving the conflict, results in an improvement.
At the core of every good conflict are good motives and when two people with good motives work together to solve problems, the result is called continuous improvement. A supervisor just needs to recognize the situation and facilitate the conversation in order to find the improvement gem. But, make no mistake about it, even good conflict can cause some emotional strife because conscientious employees have a passion for success and obstacles can be frustrating.
Now how do we recognize unproductive conflict. Well, here are some red flags. First, the conflict may not be work-related. If it’s not work-related, it’s not good conflict. Second, if the conflict is about something overly nit-picky or extremely minor, then that is a red flag that it is more of a personal conflict than a work-related conflict. The same goes for constant bickering. Whenever the same two people are in constant, conflict, well that is definitely unproductive conflict. Lastly, unprofessional language and actions are clearly considered unproductive, and it needs to be formally addressed.
In summary, when evaluating whether you are dealing with good conflict or unproductive conflict, you cannot determine it based on the level of emotion because sometimes good conflict carries emotion. Instead look at motive. Do both employees have the right motives? Are they striving to achieve results? Are the employees in conflict because of a work-related issue? If so, help them to find the gem of continuous improvement within the conflict. Trust me, the gem is there.
However, if employees are in conflict about a non work-related issue or they are being overly nitpicky or they are constantly bickering or they are saying or doing unprofessional things, then that is unproductive conflict and needs to be formally addressed.
Are you interested in developing the leadership expertise in yourself or your employees? Check out Tools for the Trenches (T4T). T4T is leadership training designed specifically for manufacturing supervisors.
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