People don’t stand around a water cooler at my office. I don’t know if they do around yours, but they sure do huddle in cubicles and behind office doors to complain about other people, their jobs, or their tasks. Let’s be honest, this isn’t isolated to my company. Every company experiences conflict and the numbers are evidence of that. In today’s Analytics post, we’ll take a look at some statistics about conflict in the workplace.
It is time to fill out your time card. If you’re using Oracle Time and Labor, you’ve searched for your task and you’re entering your hours. You’ve entered the main part of your job, and now it is time to start adding some of the extras. Don’t forget to add your conflict management time. A study from 2008 (yes, there needs to be an update!) shows that US employees spend 2.8 hours per week managing conflict. Are we spending that much time sowing discord or being paid to be referees?
Are we really spending that much time on Conflicts? Yes, and it gets worse. The study shows that 25% of people will go as far as to call in sick from work to avoid conflict! As we discussed yesterday, unresolved conflict is a danger to community and it is clearly costly to your workplace. Below are the additional statistics that were compiled:
It is important to note this final aspect of the info graphic. When managers and employees are trained, 95% of them felt more confident and helped them seek win/win solutions. 85% said they’re approaching conflict differently and taking things less personally. We can prevent conflict by keeping short accounts, yes, but we can also address conflict by training our people how to properly deal with conflict when, not if, it arises. This will help reduce the weekly hours needed to address conflict, save your company money and hopefully make you a happier person.
Don’t forget though, it can be easy to be part of the problem. It can be easy to gossip or complain. I’m guilty. I’m also guilty of being a willing participant by listening and encouraging conflict. My goal, and I hope yours too, is to steer people back to the person with whom they have a conflict and to keep short accounts myself. Tomorrow, we’ll look at why it is so important that a leader keeps short accounts.