Adopt a teamwork oriented approach in business to resolve conflicts.

In the business world, conflict is inevitable. Whether it’s haggling over prices or determining a timeline, people are bound to disagree.

That’s why companies value employees who are team players. In fact, teamwork is one of the top three qualities, after knowledge of the job and communications skills, sought in new hires by major U.S. corporations. A fence made of steel links is strong, as is a cord of three strands. When trouble hits in the form of dissension, tension, or conflicts, teamwork can help to save the day.

How does a company build teamwork?

1.  When a conflict arises, illustrate how the problem affects everyone in the department—and even the company—not just an individual or small group. For example, when production slows down due to excessive absenteeism, profits dwindle, affecting overall company performance and stakeholders’ benefits, especially if there are bonuses or other financial incentives. Use graphics, charts, or simple instructions to show how all company processes are linked.
2.  Next, explain how important it is for employees to work together. If one person refuses to cooperate with another, use a flow chart to demonstrate the impact of conflict on other employees and areas. When Joe, resenting Sarah’s authority, drags his feet in getting the data she has asked for, he may feel he’s “getting back” at her on a one-to-one basis. In reality, his lack of cooperation means that Sarah is unable to complete the report her boss needs to inform management that the assembly line is not moving effectively and requires two more people to be hired. Two additional employees would ease Joe’s workload and the strain that increases tension when Sarah asks him to do something. A simple handout or a more complex PowerPoint can make this clear.
3.  Emphasize the value of collaboration. “Two heads are better than one,” the old saying goes. Organize status meetings for major projects or for routine department updates, and encourage everyone to have their say. Solicit agenda items ahead of time so that conflicts can be brought forward for discussion in meaningful ways. At each meeting, encourage everyone to speak up without belittling or dismissing a view that does not seem helpful. Invite feedback to suggestions by others, and provide additional time for additional recommendations or alterations. In group settings, interpersonal conflict is less obvious, and can be downplayed by healthy interaction among many team members.
4.  Utilize conflicts productively. When two employees disagree, set a time limit like two weeks and ask them to work together to resolve it and report back to the group. Suggest if they cannot come to an agreement, both should return with one idea each for further team discussion.
5.  Suggest compromise by urging a win-win approach. In other words, what piece of their perspective is each person willing to surrender in order to “win” the main point? Let’s say Department A wants the company to use this year’s budget to buy an entire computer system, but Department B wants to use part of the budget for new office furniture. Department A might be willing to settle for a software upgrade, which leaves part of the budget free for Department B’s furniture items.

The bottom line is that when employees work together to solve problems, everyone can benefit. Try these five steps for a more productive, conflict-free work environment.