Role of Line Managers in Conflict and Team Building

Conflict and team building are closely linked to each other. Team building strategies never work in a high intensified conflicting relationship in a group. Among other responsibilities, team building and handling conflicts in a group are prime responsibilities of a line manager. Line managers will get more respect if all parties trust in them. The two issues are set to discuss in this article: 1) how line managers should intervene in conflicting situation; 2) and how develop trust among all subordinates.

When a conflict is reported by an employee, line managers must seriously take a notice of it, instead of ignoring. They should assume the role of a judge and mediator, simultaneously. The role of mediator and a judge is very demanding and challenging as the superiors must set aside their likeness and dislikeness, which is difficult but not impossible.

Bear in mind, in the process of handling conflict, it is very important to listen carefully to the both parties’ point of views and then mediate. Line managers avoid giving only political statements to brush the conflict under the carpet as it may not work in many conflicting situations; rather, such a strategy could fire back in some situations. Brushing off conflicts, not only can escalate conflicts but also can decrease the credibility of the manager, tremendously. It is important for the line managers to make-up their minds on the merit of arguments instead of subjective feelings. It is likely that conflict can be amicably settled, if the following steps are followed intelligently by Line Mangers.

1) Hold a meeting separately with each party and listen to their point of views, carefully.

2) During meeting, line managers must take notes of key points.

3) Evaluate points of both parties to comprehend the basis of conflict.

4) At the second meeting, communicate concern of the one party to the other and ensure that the parties will be able to appreciate the point of the other party and revisit to their own views and behaviors.

5) The third and final meeting in which both parties – should be invited to sit face-to-face and confront with the issue(s) and a find a solution how to interact with each other in future. Line managers should ensure that they remain on the issues. If some other issues are brought into the meeting they should be paid proper attention. It is possible that the underlying issue is not the one which was communicated in the first instance. If a line manager finds out that the real issue is something else and could not be settled immediately then take a pause of a few days to comprehend the real issue.

6) A follow-up meeting after 30-60 days may be a good way to get feedback and strengthen the relationship between conflicting parties.

Nadeem Yousaf

9 June 2011

Role of Line Managers in Conflict and Team Building