Conflict Avoidance in the Workplace is a Threat to Success

What conflict are you avoiding in your organization? What are people talking about behind the scenes, that you are not addressing? The answer to these two questions is probably what is causing you the greatest amount of stress and anxiety. Most people tend to avoid confrontation around any issue that might seem to promote conflict. However, facing these issues head-on could save you so much time, energy, and emotional bandwidth. Conflict avoidance in the workplace is a real threat to your organization and must be dealt with before you can get to the root of any issues plaguing your organization. 

Reasons Behind Conflict Avoidance in the Workplace

Conflict avoidance is a common but harmful workplace behavior that can lead to a high turnover rate. While it is easy to spot this behavior in other people, it can be harder to see in ourselves. 

Here are some reasons why people engage in conflict avoidance in the workplace:

1. Fear of rejection or retaliation: People may avoid conflict out of fear of rejection or retaliation from others.
2. Lack of communication skills: Some individuals may not have the necessary communication skills to effectively address a conflict, leading them to avoid the situation.
3. Unclear expectations: If expectations are unclear, individuals may avoid conflict to avoid misunderstandings.
4. Personal discomfort: Conflict can be emotionally challenging, and some people may simply prefer to avoid discomfort and tension.
5. Preference for harmony: Some individuals value harmony in relationships and may avoid conflict to maintain positive relationships with others.

Conflict avoidance can have negative effects on the organization, including decreased productivity, increased stress and tension, and the potential for the issues to escalate. Research shows that conflict avoidance is one of the biggest reasons why employees leave their jobs. They feel like they’re not being heard and that their concerns aren’t being addressed appropriately by management. When these individuals feel they’re not being heard or respected, they’re more likely to look elsewhere for employment opportunities.

Getting Comfortable with Conflict

Conflict is a natural part of any workplace and how you manage it can have a significant impact on how well your team performs. 

Here’s how to get comfortable with conflict:

1. Communicate openly and honestly: Encourage open and honest communication in the workplace and encourage individuals to express their thoughts and feelings in a respectful and constructive manner.
2. Practice active listening: Listen to the perspectives and concerns of others, and try to understand where they are coming from.
3. Clarify expectations: Clearly communicate expectations and responsibilities to avoid misunderstandings and conflicts.
4. Encourage collaboration: Foster a collaborative work environment where individuals feel comfortable discussing challenges and working together to find solutions.
5. Lead by example: As a leader, model healthy conflict resolution skills and create a culture that values open communication and conflict resolution.

Remember, addressing conflicts head-on can lead to improved relationships, increased productivity, and a healthier organizational culture. Embrace conflict as an opportunity for growth and development, rather than avoiding it.

Engaging in Healthy Conflict

Conflict is uncomfortable and unpleasant. It brings tension into a relationship or workplace and leaves everyone on edge. But conflict resolution is something that everyone needs to work on at some point.

Here is how to engage in healthy conflict:

1. Focus on the issue, not the person: When addressing conflict, focus on the issue at hand, not the person or personality.
2. Use “I” statements: Express your own thoughts and feelings in a non-confrontational way by using “I” statements, such as “I feel” or “I think.”
3. Seek common ground: Look for common ground and find solutions that meet the needs of all parties involved.
4. Identify underlying concerns: Try to identify the underlying concerns and interests of each person in the conflict, and address those concerns in a solution-focused manner.
5. Follow up: After the conflict has been resolved, follow up to ensure that the solution is being implemented and that everyone is satisfied with the outcome.

Healthy conflict can lead to improved communication, stronger relationships, and a better understanding of each other’s perspectives and needs. Embrace conflict as an opportunity for growth and development, and work towards finding mutually beneficial solutions.

Keep an Eye Out for Conflict Avoidance in the Workplace

Look towards the future where you face conflict directly and proactively. You can create a positive and productive workplace culture that values open communication and healthy conflict resolution. It’s in your power to create an environment where individuals feel comfortable discussing challenges and finding solutions together. Don’t let the fear of conflict hold you back; embrace it as an opportunity for positive change.

Time to Commit

1. What steps can you take in your own role to encourage a culture of healthy conflict resolution in the workplace?
2. How can you challenge and overcome personal fears or discomfort around conflict in order to effectively address conflicts in the workplace?