Workforce Disruption: Unhealthy Disagreements

Having a diverse workforce-team members with differing backgrounds, knowledge, experience, socioeconomic situations, etc- can be a great thing! Co-workers are able to bounce ideas back and force and work together to come up with even more innovation than if all of your employees were cut from the same cloth. However, sometimes, this diversity can lead to very strong, differing opinions, which if not managed properly, can turn explosive and cause a lot of issues including turnover, poor culture, aggression and even lawsuits. Our experts have seen the good, bad and ugly side of a diverse workforce and have some tips on how to keep your team together, while allowing them to continue to express their individuality.

1. Create an Open-Minded Environment
Human brains are wired to find similarities and differences in every situation. We are constantly comparing thoughts, situations and conversations to events or situations we have experienced in the past. This can lead to some very personal topics and therefore, some heavy emotions. From day one, your office should be portrayed as an open-minded environment. Business owners can create this and preserve it by not showing any prejudices themselves, including all team members to give input on projects and decisions, and having a no-tolerance policy. Employees need to feel they are in a safe place and that their voice will be heard for how they intend it. Fostering this environment will let your team know that you do not and will not stand for discrimination.

2. Allow Only Healthy Discussions
Have you ever heard someone say that politics and religion are two things that shouldn't be discussed in the workplace or the dinner table? Well, that 'rule' is fine, until a major event happens that affects daily operations. These topics WILL come up. And that is ok! Some employees may not have anyone to discuss their ideas and thoughts and feelings with outside of the workplace. Do not encourage this talk, but do not discourage it either. If it happens, allow it. Unless it turns heated. When a conversation starts to go from healthy to hateful, it is time, as a supervisor, to shut it down immediately. Once emotions get involved, a conversation can spiral out of control very quickly. Do not allow the conversation to get to the point where it is out of your control.

3. Get All Sides of the Story
Disagreements may not always have to do with outside factors, some may come from daily tasks. If employees seem to be at odds over the same job duty, have a conversation! Pull each one into your office and ask what the issue seems to be, and how they plan to fix it. If they do not have a solution, it is just complaining, and maybe there is another underlying issue. If they have a solution, you may have just streamlined a regular job duty, and your employee gave you the idea! I always tell my employees "I don't know what I don't know." If something does not make sense or is causing burden or issues frequently, encourage employees to speak up. We are all a team, no matter what seat you are sitting in on the company bus.

4. Understand That Life Will Happen
We are all human. We make mistakes and sometimes life just happens. But, as the leader of your company, you need to be aware of when something was a mistake and when it was intentional. If the same employee is involved in every disagreement that has to be shut down by management, that employee may be the problem. Observe behaviors, and nip issues in the bud as soon as possible. If you do not, other employees see that it is appropriate to act in an explosive and closed-minded manor, which will be bad for the entire workplace.

Remember that you never know what an employee has going on at home and what issue they are trying to leave at your door for work. So encourage discussion, encourage open-mindedness, encourage compassion. And always keep in mind, we are all HUMAN.

For further human resource consulting, please contact our office by phone at 573-987-0652 or email at info@onboardhro.com.