Resolving Employee Personality Conflicts: 5 Tips

Work is where we spent so much of our time. Whether we push through a daily commute or work remotely, there are bound to be times when personalities collide between you and your colleagues. Resolving employee personality conflicts can be tricky because it requires you to identify, accept, and work with a diverse set of personality traits, some of which you may struggle with more than others.

Resolving Employee Personality Conflicts

Resolving employee personality conflicts is important in collaborative environments and requires those involved to take a more mindful approach to each other and, ultimately, the work. Here are some tips for using this conflict as an opportunity rather than seeing it as a cause of frustration.

Don’t React Immediately

The best way to handle conflict at work when it starts is to slow down your reactivity. This doesn’t mean to avoid the issue, but rather to take a few breaths, get some distance, and ground yourself before addressing it. When we react immediately to something someone else says or does, we’re usually being led by our emotions. Emotions are a great source of information, but they don’t always allow us to communicate effectively. So zooming out on things a bit can help make sure you don’t escalate things further.

Reframe the Event

Often we may assume someone else has the worst intentions at heart. We think they’re failing in some way to meet our needs or expectations and that maybe it’s on purpose, or at least lacks regard for others. This may or may not be true, but before you find yourself writing a whole story about the villain in this tale, try to see it from their perspective. Handling confrontation at work is difficult and tiring, but putting some extra resources into giving the benefit of the doubt can go a long way.

Reflect on Your Part

It’s uncommon that one person is 100% innocent in any conflict. Once you’ve reframed the situation, perhaps you can also make some space to identify what you could have done better to de-escalate or prevent the conflict. Was there a miscommunication? Could you have been clearer? Could you have collaborated more on expectations? Were there things you wish you didn’t say? This isn’t a practice meant to conjure guilt or shame but rather to have a more accurate reflection on the whole picture so that you can make improvements relating to resolving employee personality conflicts.

Improve Your Communication

When dealing with staff conflict, or even when trying to prevent it, improving communication can go a long way. If you’ve identified some gaps in your communication or believe you could be clearer, more collaborative, and better at listening, getting support in this area can go a long way. Effective communication also includes avoiding gossip, as that only tends to fuel the fire and make negative impacts on company culture.

Escalate When Needed

You don’t have to go it alone if things feel like they’re getting out of hand. Escalate to a manager or seek out support from professionals so you can learn some new skills and take a leadership role. There are professionals who specifically help others with resolving employee personality conflicts.

If resolving employee personality conflicts has you overwhelmed at work, get support from neutral and experienced professionals who can diffuse rather than ignite the tension at the office. Contact Pollack Peacebuilding Systems today to get the right solutions for your team.

Resolving Employee Personality Conflicts