Labor comics: almost 90% of Russian residents face conflicts at work
Quarrels between employees have a positive effect on the company's work, according to the majority of respondents to the Kontakt InterSearch consulting company study, which Izvestia reviewed. The results are impressive: almost every Russian has faced conflicts at work, and more than a third of the country's residents become involved in them once a month. Ignoring the situation and striving to quickly find a new job after it occurs may indicate personal problems of the employee, which he unwittingly brings into communication with colleagues, experts say. If it is not possible to establish a relationship in the team, then the manager and employees can turn to a psychologist or go to court. About why conflicts arise at work, how to resolve them, and in which cases the law will help resolve them, see the Izvestia article.
Why conflicts between employees have become more frequent
In the last five years, cases of conflicts at work have increased significantly. This is the opinion of the participants of the Kontakt InterSearch consulting company study, which was reviewed by Izvestia. Ordinary employees are most often in conflict with each other, and their disagreements in most cases occur due to the toxicity of colleagues and the unclear distribution of tasks.
— Conflicts at work are often perceived as something negative, but it is important to understand that constructive conflict can be a source of benefit and progress," said Anastasia Ovcharenko, partner of the company. — From a business point of view, a well-managed conflict allows you to quickly identify problems and overcome them, instead of wasting time on workarounds and diplomatic tricks.
Overall, 88% of Russians have faced disagreements at work. And once a month, more than half of the employees become their witnesses, and 37% become participants. A conflict that can lead to dismissal is generally referred to as one that arose due to a toxic relationship, emotional burnout, and a biased attitude. For this reason, slightly more than half of the bosses were forced to lay off employees. And 41% of the employees decided to leave on their own.
— Employees should not avoid conflicts, but it is important to monitor their frequency and study the company's response to them," Anastasia Ovcharenko added. — If conflicts arise regularly and do not have effective resolution methods, this may signal the need for changes in the work environment. On the other hand, single or multiple conflicts can be an opportunity for growth and improvement of processes.
More than half of employees believe that disagreements can have a positive effect on the workflow. They pointed out that in their practice there were cases when conflict between employees helped to come to an effective business solution. Moreover, they believe that disagreements are vital components of a company's success.
At the same time, openness to cooperation, involvement of a third party, dialogue and search for compromise are among the ways out of conflicts.
— Ignoring a conflict and striving to quickly find a new job after it occurs may indicate an unwillingness to work on their own problems and a lack of skills in finding solutions in difficult situations, — noted Anastasia Ovcharenko. — Research shows that the introduction of mediators and constructive conflict resolution mechanisms can significantly improve the working atmosphere and increase team effectiveness.
But, according to her, it is important to determine who can take on this role: the compliance service (a system for identifying and eliminating internal risks in a company), a supervisor or a colleague who is not involved in the conflict.
What do conflicts mean
Conflicts in the workplace can signal various aspects of the company's functioning, said a representative of the consulting company. These may be disagreements on professional issues, especially between different functional departments.
— For example, sellers and lawyers often find themselves in conflict: the former strive for quick results and sales, while the latter aim to minimize risks and comply with the law, the expert explained. — This difference in approaches and perception of processes can lead to permanent inconsistencies. Secondly, there are also personal factors, such as emotional burnout and the toxicity of some employees, which can create an unfavorable atmosphere and provoke conflicts.
Conflicts in the team often arise due to the fact that people bring personal problems to work, Alexander Fedorovich, a psychotherapist of the highest category, confirmed to Izvestia. He explained that so many people are trying to neutralize their experiences related to family and other aspects of life. At the same time, not only work relationships, but also personal relationships play a significant role at work.
— The work collective is often connected not so much by labor as by interpersonal processes, — he emphasized. — It's a substitute for family life. This is most clearly observed in women's groups and slightly less so in men's groups.
Kristina Ivanenko, Candidate of Psychological Sciences, associate Professor at the RANEPA Institute of Social Sciences, said that conflict is a byproduct of human communication. According to her, the correct resolution of disagreements will help to reach a new level of trust and constructiveness with the opponent.
— If the number of conflicts and their duration have clearly increased, this is an indicator that the team has moved to the stage of "seething" in its development, she told Izvestia. — And if she successfully passes it, the next stage will be "rationing" — the development of mutually acceptable norms. And then — effective cooperation.
How can a boss help resolve a conflict
A manager should be able to resolve conflicts between employees, business psychologist Galina Tsekh emphasized. There are special courses on conflict management and team building that will help you manage your team more effectively. Nevertheless, there are situations that it will be difficult for a manager to cope with without involving a psychologist.
— I recommend contacting a psychologist when the manager understands that we are talking about an internal conflict of the employee, she said. — Maybe he has self-confidence issues or a personal drama. The task of a psychologist in such a situation is to return an employee to the staff in a calm state.
It is important to discuss what does not suit each of the parties, said psychologist Natalia Naumova. According to her, this is the only way to avoid conflict.
— If every time there is an understatement, then both superiors and subordinates begin to speculate, she said.
However, the employer has the right to establish rules of conduct in the office in the local acts of the organization, recalled Dmitry Kofanov, a practicing labor lawyer, founder and CEO of the NS Consulting law firm. The boss can reinforce the need for a respectful attitude in the team, the avoidance of rudeness and the use of obscene language.
— If an employee violates the established rules, he can be disciplined in the form of a reprimand or remark, he said.
Often one of the parties to the conflict does not want to resolve it within the organization and then takes it outside the company,Most often, according to her, the court sides with the employee as the "weaker side."
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