Conflicts within a team often arise when personnel management is neglected. The less your team understands you, the company goals, and each other, the more often conflicts occur. Unfortunately, in our case, this is often seen as normal because everyone constantly complains about everything - whether it's work, the bosses, or personal life.

These conflicts are destructive: they shake up the hierarchy, weaken the organization, and deteriorate the working atmosphere. This leads to errors and poorer customer service. What's worse, if conflicts are carried out in front of customers, it can ruin the company's reputation.

Conflicts among Employees

In your team, employees should primarily fulfill their tasks, as that is what they are paid for. When their minds are preoccupied with intrigues, conflicts, and grudges, the quality of work suffers. Therefore, it is up to you to create an atmosphere that is both work-oriented and friendly.

Your task is to set clear expectations and ensure open communication. Regular meetings and transparent exchanges help avoid misunderstandings and promote collaboration. Ensure that everyone in the team feels respected and valued. Only in such an environment can your employees perform to their full potential and focus on their work.

Remember: a harmonious and productive work environment starts with you as a leader. By recognizing and addressing conflicts early on, you contribute to making your team work effectively and happily.

Recommendations for Conflict Prevention

1. Regular Meetings: To prevent conflicts within the team, it is important to hold regular meetings. Ideally, these should take place at least once a week. This promotes open communication and gives employees the opportunity to address problems early on.
2. Company Events: Company events where employees spend time together are also crucial. These should be organized at least once per quarter. Such events strengthen the sense of community and improve teamwork.
3. Celebrating Occasions: Celebrating holidays and special occasions as a team gives employees a sense of appreciation and belonging. When everyone feels like an important part of the team, the likelihood of conflicts decreases.
4. Team-building Activities: Corporate training and team-building activities under professional guidance are also recommended. These events help develop the social and psychological skills of employees and foster team dynamics.
5. Joint Trainings: Joint training to enhance professional knowledge and skills also contributes to conflict prevention. When employees learn and develop together, it strengthens cohesion and mutual understanding.
6. Flexibility in Working Hours: Additionally, employees should be given the opportunity to leave work earlier if needed. This flexibility shows that the well-being of employees is taken seriously, which in turn strengthens trust in leadership.
7. Communication on Conflict Prevention: Lastly, it is important to talk to employees about the inappropriateness of conflicts and the possibilities of peaceful conflict resolution. Clear communication and the example set by leaders are crucial in creating a peaceful and productive work environment.

What to Do When There Is Already a Conflict?

If people are in the team to work and not to argue, there are four steps that can help find a solution. However, if the conflict is due to the characteristics of a specific person, it is often easier to separate from that person.

1. Identify the Cause: Determine the origin of the conflict. Identify the department, location, time, and circumstances under which the conflict occurred.
2. Gather Superficial Information: Have conversations with the conflict initiator and their superiors. Compare the collected information to get a clear picture.
3. Examine the Past: Collect detailed information on previous conflicts in the affected department. This helps recognize recurring patterns and gain a better understanding.
4. Analysis: Analyze the collected data and classify the conflict. If it is work-related, find the source and resolve the issue with all parties involved. Clarify responsibilities and possible consequences of future conflicts.

Solutions for Lack of Conflict Prevention Skills

If your team consists of more than 20 employees and the department heads lack the necessary skills to maintain a healthy atmosphere, there are two options: either replace the department head or hire an HR manager.

The first option is to replace the department manager. A new manager with the right soft skills and leadership competencies can significantly improve the work environment.

The second and often more sustainable solution is to hire an HR manager. An HR manager identifies conflicts early on, moderates discussions between the involved parties, and finds acceptable solutions. Additionally, HR managers offer support for personal and professional issues of the employees, promote their development, and ensure a pleasant work environment.

Furthermore, HR managers organize regular team-building activities and events to strengthen team spirit and promote a positive work culture. They plan and conduct training and development programs to help employees enhance their skills. Promoting a healthy lifestyle through sports activities, health workshops, and work-life balance programs is also part of their responsibilities.