All general contractors know that part of managing people is managing conflict. No two people are going to agree one hundred percent of the time. That can be a good thing because no one has all the good ideas and conflict is oftentimes a sign of passion for a point of view. However, the passion that conflicting parties have can blow up if left unchecked. The fall out can be significant. From altercations to fractured teams to discrimination claims, unresolved conflicts can lead to a myriad of problems that require a West Palm construction lawyer to help resolve.
For general contractors, resolving conflict immediately and tactfully is a legal and financial decision. That’s why we have created this two-part series with tips for resolving conflicts. For more tips, visit part 1.
Take the Issue Head On
With so many moving parts on a jobsite, it’s easy to focus on the work and turn a deaf ear to the issues that employees may be having. This is not a wise choice. Issues have a tendency to fester when not addressed. The conflicting parties form their own opinions and, eventually, you may have a multi-layered mess on your hands. If you get any hint of discord between employees, approach them immediately and investigate. Being direct is not always comfortable, but it’s necessary to seek a resolution.
Keep Your Cool
When two parties are angry with each other, it’s easy for them to say things they shouldn’t say and in a manner in which they shouldn’t say them. It’s also easy for you to match their frustration in your tone. Stay calm and encourage others to do the same. At the end of the day, a conflict has to be resolved and it’s a lot more likely to happen if everyone has a level head.
Follow Up After Resolution
Even though the conflict has been resolve, the feelings may still be present. It’s not likely that you will be able to change that. That’s why it’s important to check in to see if both parties like and are following the resolution. If adjustments need to be made, it can be done at that point.
Disclaimer: The information contained in this article is for general educational information only. This information does not constitute legal advice, is not intended to constitute legal advice, nor should it be relied upon as legal advice for your specific factual pattern or situation.