How can conflict resolution improve employee retention?

Conflict resolution is a vital yet often overlooked skill in recruitment, essential to organizational culture and success. It includes a range of competencies : effective communication, emotional intelligence, and problem-solving abilities. I saw first hand the importance of it while working at a company with a social mission to unite gang rivals & reduce violence. We based mission, vision, and values on our conflict resolution abilities. This approach highlights the importance of these skills as foundational elements of an organization's identity & strategy.

Having studied conflict resolution, two key points have stuck with me. 1) Separate the people from the problems. When these two are intertwined, coming to a sustainable resolution is virtually impossible. In conflict, identify which are people and which are problems and then tackle them separately. 2) BATNA (Best Alternative to a Negotiated Agreement) - this is a common term in negotiation and conflict and essentially means to take a moment to be clear on what is at risk if no resolution can be reached. I remember thinking when learning this, wow, that is simple. But over the years, it has become a great thing to add when thinking about negotiation and conflict.

Unresolved conflicts are like a toxic cancer to an organization. The impacted employees will ruminate on the tension and feel completely disregulated. That mental and emotional impact will directly result in many employees seeking other roles at other companies. The best and only solution is to develop the support resources required to coach employees on the skills they need. Managers will be the first line but everyone should have these skills at all levels.

In remote work, Vision, Mission, and Values are vital, not mere jargon. A clear Vision answers 'why we exist,' uniting a dispersed team with a shared purpose. The Mission outlines 'how' we achieve this, guiding day-to-day actions and ensuring stakeholder alignment. Values set behavioral standards, critical in the absence of traditional office dynamics. Together, these elements form a strong foundation for remote teams, fostering cohesion, clarity, and success despite physical distances. They're not just words but the essence of a team's identity and purpose.

This is most likely another aspect of dispute resolution in the workplace. I'm sure you'd agree that a connection between an employer and an employee, or even among employees, has characteristics similar to a marriage bond. If that is the case, then avoiding future marital difficulties is simply postponing a problem. The best way to handle disagreements is to tackle them head on, even if it means risking escalation. Finally, if you do that, your relationship will appreciate you. Furthermore, confronting issues immediately increases the likelihood of learning and developing. I hope this makes sense.

Working relationships are some of the most long term relationships we may ever have. If you can resolve conflict and not allow resentment between parties build up, the relationship becomes stronger.

The bottom line is this - to be good at conflict resolution, you have to do the personal work required to allow you to understand yourself best, what drives you, what your triggers are, and your fundamental values. The more work you have done on refining and understanding yourself, the more skilled you will be at conflict resolution. I find that the biggest problem around conflict resolution is how we get in our own ways. If we can see ourselves clearly in the process we can operate intentionally, minimizing the unseen parts of ourselves to be able to get in the way.

Applying conflict resolution in the workplace involves several key steps: 1. Identify the Source of the Conflict: The more information you have about the cause of the conflict, the more easily you can help to resolve it. 2. Look Beyond the Incident: Often, the real issue isn't the initial trigger but underlying issues. 3. Request Solutions: After identifying the problem, ask each party for their ideas on how to solve the issue. 4. Identify Solutions Both Disputants Can Support: You are looking for a win-win situation where both parties feel they are gaining something. 5. Agreement: Clearly outline the agreed-upon solution so both parties are clear.

Agree with the fourth solution that would provide a solace to deprived employees boosting their confidence level and making them reach places two notches above.

The impact of conflict resolution can be measured in the increased harmony within a team, similar to how a well-tuned instrument contributes to the overall sound of an orchestra. Track retention rates, employee satisfaction surveys, and the frequency of conflicts as indicators of the atmosphere in the workplace.

Beyond the formalities, consider the underlying company culture—its values, communication style, and social norms. Like a gardener knowing the soil before planting, understand the environment you're nurturing. And remember, adaptability is key—what works for one team may not work for another. Stay flexible and ready to fine-tune your approach to conflict resolution as your organization grows and evolves.