Practical Guide to Managing Workplace Conflicts (part 3)

Overcoming Avoidance in Workplace Conflicts

Encountering avoidance during conflict resolution can be challenging and most frustrating.

When one party withdraws, it significantly complicates efforts to bridge differences.

Here’s a structured approach for managers and mediators to encourage engagement and find a path forward:

1. Uncover the Root Cause of Avoidance: Determine why the individual is reluctant to communicate. Fear of confrontation, feeling overwhelmed, or doubt in resolution possibilities are common reasons. Understanding these motivations is critical for tailoring your approach to re-engage them.

2. Introduce a Neutral Third Party: A mediator or consultant can often facilitate dialogue by acting as a communication conduit. This individual can provide a safe space for the avoiding party to voice their concerns, which can then be constructively relayed to the other side.

3. Create a Safe Communication Environment: Foster a setting where everyone feels secure to open up. Implement ground rules for respectful interaction, maintain confidentiality, and if needed, choose a neutral venue for discussions to make the avoiding party more comfortable.

4. Opt for Written Communication: If face-to-face discussions are daunting, suggest starting with written exchanges. Emails, letters, or notes via a mediator can ease the pressure, allowing the individual to articulate their perspective in a more controlled manner.

5. Provide Support and Reassurance: Emphasize that the objective is a balanced and constructive resolution. Highlight the importance of their input and the mutual benefits of resolving the conflict, aiming to diminish their apprehension.

6. Tailor Your Approach: Recognize the necessity for patience and possibly a slower resolution process. Adapt your process to their needs, perhaps by easing into discussions without a strict agenda or allowing them to have a supporter present.

7. Gradual Engagement: Begin dialogue on less contentious or neutral subjects to gradually build trust. Success in these initial exchanges can increase confidence in the conflict resolution process, paving the way for addressing more central issues.

8. Establish Boundaries and Consequences: In situations where avoidance affects broader team dynamics, it may be necessary to outline the repercussions of continued disengagement. Approach this carefully to prevent further withdrawal, emphasizing it as a last resort.

Patience, understanding, and a flexible strategy are indispensable when navigating avoidance in conflict resolution. The ultimate aim is to cultivate a setting where all parties feel heard, respected, and willing to participate in finding a solution.