Workplace conflict can manifest itself in many ways. One of the sources of conflict in teams is giving and receiving constructive feedback. In today’s organizations, feedback is crucial for ensuring cohesive teams that trust and hold each other accountable and managers who are self-aware. How does your team handle constructive feedback?
Because the manager/employee relationship is highlighted as the number one influence on the employee experience, Wiley Workplace Intelligence wanted to know how conflict is being managed in workplaces right now and how it’s changing. Wiley surveyed people managers and team members and found that one of the most common issues managers were facing was an unreceptiveness to constructive feedback. Thirty-one percent of managers reported this issue. On the other hand, managers themselves reported they are open to feedback on their performance (71%).
Most organizations have a detailed process for dealing with conflict and other behavioral or performance issues. But as leaders, how confident are we that this process is effective? Outside of formal meetings and performance reviews, what can we do to improve how feedback is given and received? The answer is building TRUST.
Trust empowers individuals to navigate conflict in a healthy way so as to theoretically need less disciplinary action and behavior management. Trusting teams are open to feedback because they hold each other accountable. They’re also more likely to be vulnerable with one another. Leaders and people managers are no exception to this.
Trust is a key tenet of any successful organization. But it’s something that must be continuously prioritized and practiced. Luckily Wiley has the perfect tool for building team trust. Training and learning experiences through Everything DiSC solutions can help you turn points of conflict into points of opportunity.