Just about every workplace has to deal with gossip and in-fighting at some point. When management refuses to deal with conflict in the workplace, companies suffer from plunging morale and productivity that can cost thousands of dollars a day.
“If a business allows conflict to persist, it can create a real toxic environment,” said David Falk, a partner at Facilitated Solutions. “Nobody works well when they fear coming to work because of gossip or negativity. Business owners and managers need to recognize the signs of conflict and take steps to get rid of it. We train people to do that.”
A 2008 survey by CPP Global found that U.S. employees spend 2.8 hours per week dealing with conflict. Assuming the same holds true for Manitoba, with 668,600 workers, earning an average of $20.89 per hour for a 40 hour work week (source: Statistics Canada), that means Manitoba workplaces lose $39 million a year to things such as personality conflicts, arguments, poor leadership, discrimination and bullying.
Workplace conflicts can quickly lead to large losses for companies. Conflicts at work take an enormous toll on people and businesses. Workers’ productivity can drop severely; customer service can suffer; workers can even lose their jobs – either by quitting in frustration or getting fired.
“We see this every day in our work. What’s amazing to us is that organizations know it’s happening, but often do nothing to stop it or correct it,” says David. “We’re trained to help people resolve these issues. While it’s always better to give training in advance to prevent these situations, it can really help to have an objective third party come in and address interpersonal and team conflicts head on when they arise. It can clear the air and set a business back on track.”
Conflicts are bound to occur, and can galvanize positive change. If they’re out of control, creating negativity and stress at work, employers need to take action immediately. The first step is to recognize that the workplace has a serious problem. High turnover is a common symptom of toxic workplaces, as is higher incidences of absenteeism and sick leaves. Many workplace accidents and performance errors are also related to stress and conflict in the workplace.
“Sometimes sitting down and talking through the issues is enough to solve the problem,” says David. “At other times, it’s more difficult. Management may need to be better equipped to lead their teams through conflict. Or someone may need to be reassigned and have a fresh start on another shift or part of the company. Our role is to assess the causes of the problems, assist leaders in defining how best to move forward and facilitate the solutions quickly so the company can get back to what it does best.”