In any workplace, tension is a big concern for managers. According to an article in the Houston Chronicle, “Managers spend about 25 percent of their time resolving conflicts[1].” Employees will work better when there is a tension-free environment, but achieving that may be a struggle. These methods are effective for diffusing conflicts between employees, co-workers and managers before they even begin.

Eliminate Individual Stress Through Workplace Flexibility

When individual employees feel stressed, they may be more likely to create conflicts with others or feel vulnerable to the remarks of others. While personal stress is often beyond the scope of a manager, there are ways that flexibility in the workplace can significantly reduce stress. Flexible schedules and the option to telecommute, for example, can mean that parents don’t have to come in when their children are sick, and they won’t have to rush into work after oversleeping for fear of being reprimanded.

Give Credit When and Where It’s Due

According to Steve Dinkin, president of the National Conflict Resolution Center, “The most common workplace conflicts stem from someone taking credit for another person’s work[2].” In order to ensure this can’t happen, clearly investigate who is responsible for successful action, and then reward these individuals appropriately.

Encourage Employees to Find Common Ground

When the relationship between managers and employees or between co-workers is shaky, there is a greater chance for resentment to build and tension to present itself. Dr. David G. Javitch, writing for Entrepreneur, remarks that common ground can, “…become the foundation that enables you to bridge the gap that separates the parties involved.[3]” Common ground can be established through monthly group lunches, a collaborative work environment or any situation where individuals are brought together without a distinct work-related purpose.

Reward Open Dialogue With HR Staff or Managers

Finally, it is important for employees to feel encouraged to bring their concerns to human resources before they become significant. Rather than dismissing minor complaints, embrace this open dialogue and address the issues immediately.

These tips are all key ways that managers and supervisors can help to diffuse conflicts in the workplace before they ever even begin.

[2] http://www.cio.com/article/688365/Workplace_Conflict_How_to_Diffuse_Battles_with_Co_Workers

[3] http://www.entrepreneur.com/article/207680

Managing a workplace environment is an extremely important function for leaders to undertake. The ability of a workforce to function together productively and in harmony is contingent upon several variables being in place. These key factors can make the difference between a well-functioning workplace and one that does not achieve its business objectives. The factors include a clear-cut chain of command that provides understandable objectives and expectations, the timely availability of necessary resources, and an environment that empowers employees and ensures equitable treatment.

One of the most important imperatives for a well-run workplace is having an understandable chain of command. Environments where there is confusion over areas of responsibility and reporting can easily become chaotic and devolve into ill-performing or non-productive business units. It’s the responsibility of the various levels in the chain of command to not only provide their employees with reasonable objectives but also to be a champion for their employees. An employee who has the support of their supervisors is far more likely to perform at or above expectations. This success also hinges on the quality of communication between various levels of management and frontline employees.

Another key factor that can change the tenor of a workplace is the availability of resources. The complexity of this factor ranges far beyond simple physical resources and includes having the necessary information to act upon, having adequate training to approach both day-to-day and sporadic situations, and having access to other employees or departments as necessary to complete objectives. Organizations that reexamine common and frequent work processes through evaluative and corrective measures, including applying Six Sigma or Lean methodologies, often find that the addition of previously unavailable resources can turn non-productive or even failing business environments around.

A final key factor that can ensure a permanent positive shift in a workplace is the empowerment of employees at all levels. While some work processes require impacted employees to take the same steps repetitively and without variance, there are often areas in which frontline input can not only improve the outcome but also raise employee morale through engagement at the same time. An engaged employee is an exceptional employee. By ensuring engagement opportunities, resource availability and a well-designed chain of command, a company can ensure that business objectives are consistently met while attracting and retaining high-level talent.