Conflict Resolution is a Core Leadership Skill
Recent studies reveal that employees are spending an increasing amount of time dealing with workplace conflicts. This rise in conflict, often caused by poor communication, lack of role clarity, and imbalanced workloads, not only affects productivity but also reduces job satisfaction. Managers play a pivotal role in addressing these issues, making effective conflict management essential for successful leadership.
How Many Hours per Work Week Do You Believe You Spend on Conflict?
A survey conducted in 2008 (by an organization that later became The Myers-Briggs Company) shared that the average amount of time spent on conflict was just 2.1 hours per week.
Fast forward to 2022, and the numbers tell a different story. According to a report, “Conflict at Work” by The Myers-Briggs Company, the average amount of time spent on conflict has more than doubled to 4.34 hours per week. That’s more than 10% of your work time if you work 40 hours a week!
This significant increase highlights a growing issue in our workplaces. It suggests that we're facing more challenges in resolving disputes and keeping interactions smooth. Participants who spent more time dealing with conflict also reported lower job satisfaction and feeling less included – so conflict is not just diminishing their productivity but also their engagement. This connection shows just how much workplace conflict can affect our overall happiness and productivity at work.
What Causes All this Conflict?
People have previously theorized that the pandemic and remote work made conflict more prevalent, if not also more challenging. After all, it’s easier to misinterpret someone’s instant message or email when you can’t see their facial expressions or hear their tone. However, according to survey responses, there weren’t significant differences in the number of hours spent on conflict between remote, hybrid, or non-remote workers.
The survey asked, “What are the main causes of conflict in your workplace?” which gave participants 17 possible causes and directed them to select up to three. The top three most frequently selected causes were:
1. Poor Communication (47%)
2. Lack of role clarity (42%)
3. Heavy workloads (38%)
These three issues are perennial challenges in the workplace – though they may have shifted or intensified during the pandemic. Understanding the root causes of conflict is critical for managers because it helps them figure out how to tackle ongoing issues and hopefully prevent them in the future. By pinpointing the specific areas that create tension in their teams, managers can take steps to address these challenges before they become cyclical issues.
The Manager’s Role in Conflict
The role of a manager in fostering a healthy work environment cannot be overstated. Among their numerous responsibilities, effectively managing conflict stands out as a critical aspect that shapes team dynamics and overall productivity.
Two of the sources of conflict from The Myers-Briggs Company survey fall directly within the manager’s control: role clarity and workload. Poor communication can come from various sources, but it’s undeniable that the manager also plays a critical role in communicating with their direct reports, in addition to cross-functional and upper leadership communication that can cause conflict as well.
The great news? This means that managers can have a significant impact on the level of conflict experienced by team members!
With all this in mind, it’s no surprise that 98% of respondents said that managing conflict was extremely or very important as a leadership/management skill! This is a key topic we address in our Management Vitals™ program for a good reason: navigating these dynamics is often a new challenge for those in management roles. With added responsibilities and shifting relationships—like transitioning from friend to boss—it’s essential to develop these important skills early on in a new manager’s development.
Managing conflict is a skill that isn’t going anywhere – whether you’re in the office, in a virtual meeting, or a combination of both. And it’s becoming incredibly important for managers in terms of providing a positive employee experience. The report shared a correlation between respondents who had the most positive view of their skills to manage conflict and higher job satisfaction, among other things (like feeling they had the ability to be authentic at work and feeling valued at work). For our current iteration of work, in order to have the most engaged employees, who feel they are valued and can be their true selves at work, managers who manage conflict well are a foundational need.
Source: Myers-Briggs Company. (n.d.). Conflict at work: Research. Retrieved July 24, 2024
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