Finding the root cause
It is crucial to determine the root cause of a conflict before attempting to resolve it. In some instances, the problem is caused by a lack of formal reporting guidelines. It may also be the result of poor communication between departments. Mediators can identify whether the problem is procedural or personal by speaking with the employees and managers involved.
Employees can voice their concerns in one-on-one conversations without fear of retaliation. Employees may disclose that they don’t know what their top priorities are or feel pressured by multiple supervisors. This information allows mediators to identify the real source of tension and offer targeted solutions. For Workplace mediation, visit Rise HR, experts in Workplace mediation.
Set clear communication standards
After identifying the issues, it is important to set clear expectations for communication. It may be necessary to work with the leadership to establish official reporting structures, and to ensure that these structures are communicated clearly to all employees. If structural changes aren’t possible, it is important to provide guidance on who holds the final decision making authority when competing demands arise.
Clarifying expectations can be achieved through regular team meetings and an open communication channel. It is important to encourage transparency in responsibilities, and ensure that employees are comfortable raising concerns if they receive contradictory instructions.
Aligning manager expectations
To avoid putting employees in a difficult position, managers must align their expectations. Leaders must coordinate their messages if employees are receiving contradictory orders from different leaders. To address power struggles and misaligned goals, mediation efforts should include conversations at the management level.
Meetings of cross-departmental coordination can ensure that managers understand each other’s challenges and priorities. Managers should be aware of the role boundaries in a matrix structure and refrain from giving instructions that are contradictory to primary reporting lines. Collaboration in leadership reduces unnecessary tension.
