How to Identify High-Conflict Employee

Conflict is an inherent aspect of human interaction, and the workplace is no exception. But what is conflict? In simple terms, conflict arises when two or more parties have incompatible goals, needs, or interests, leading to disagreements. While some level of conflict can be beneficial, sparking innovation and problem-solving, too much conflict in the workplace usually leads to apathy, decreased productivity, and a toxic work environment. The key to maintaining a healthy workplace lies in effective conflict management. This involves understanding the nature of conflict, identifying its sources, and taking appropriate conflict management steps to resolve it.

In any organization, conflict in the workplace can take various forms, from an employee arguing with a manager to employees refusing to work together. These conflicts, if not addressed, can escalate, affecting the overall morale and efficiency of the team. In this article, we will explore the dynamics of workplace conflict, focusing on high-conflict individuals—those who seem to thrive on discord and how to resolve conflicts involving them. We will also discuss strategies for dealing with employee conflict, particularly in situations where team conflict threatens to disrupt organizational harmony.

Who Are High-Conflict Employees?

High-conflict employees are those who frequently create or become embroiled in workplace disputes. These individuals, often referred to as conflictual persons, are characterized by a pattern of thinking and behaving that perpetuates conflict rather than resolving it. A person who causes conflict tends to view the world in black and white, seeing themselves as victims and others as adversaries. This mindset leads to frequent clashes with colleagues, managers, and subordinates.

In the workplace, a high-conflict employee might be the person who is always at odds with their team members, frequently argues with managers, or handles subordinates poorly. Their presence can lead to a tense and uncomfortable work environment, making it difficult for others to focus on their tasks. Too much conflict in the workplace usually leads to apathy, as employees become disengaged and disillusioned with the toxic atmosphere. Understanding the traits and behaviors of high-conflict individuals is the first step in effectively managing and mitigating their impact on the organization.

How to Identify High-Conflict Work Candidates?

Identifying high-conflict candidates during the hiring process is crucial for maintaining a harmonious workplace. While it can be challenging to spot these individuals before they join your team, certain behaviors and traits can serve as red flags. Recognizing these signs early can prevent future conflicts and ensure that your organization hires individuals who contribute positively to the work environment.

1. Behavior During Interviews: During interviews, high-conflict candidates may exhibit signs of a conflicted person. They might speak negatively about previous employers or colleagues, showing a pattern of blaming others for their own issues. A person who causes conflict often avoids taking responsibility for past mistakes, instead pointing fingers at others. Such behavior is a strong indicator of potential conflicts in workplace scenarios.
2. Inconsistent Job History: High-conflict employees often have a history of short job tenures. Frequent job changes can indicate an inability to work well with others or adapt to different work environments. A candidate with multiple short stints may have had repeated conflicts with managers or colleagues, leading to their departure from previous positions. Reviewing a candidate’s job history closely can provide insights into their potential for creating conflict in an organization.
3. Personality Assessments: Some organizations use personality assessments to gauge a candidate’s propensity for conflict. These assessments can reveal traits like low empathy, rigidity, and a tendency to view situations in an adversarial manner—all of which are common in high-conflict individuals. Identifying these traits early can help prevent bringing a conflictual person into the workplace.
4. References: Speaking with a candidate’s former supervisors or colleagues can offer valuable insights. Ask specific questions about the candidate’s behavior in team settings, their conflict management skills, and whether they were involved in any significant conflicts. A pattern of negative feedback may indicate that the candidate could be a source of conflict in the workplace.
5. Behavioral Interview Questions: Asking candidates how they have handled conflicts in the past can provide a window into their conflict management style. For example, a candidate who describes a situation where they successfully resolved a disagreement with a manager or employee might possess good conflict management skills. In contrast, someone who focuses on the negatives and fails to discuss how they resolved the conflict may be more prone to engaging in conflictual behavior.

By carefully evaluating these factors during the hiring process, organizations can better identify candidates who are likely to contribute to a positive, conflict-free work environment.

How to Manage People Who Are Always Seeking Conflict?

Managing high-conflict employees requires a nuanced and strategic approach. These individuals can be challenging to deal with, as they often thrive on discord and may not respond well to traditional management techniques. However, with the right strategies, it is possible to manage these employees effectively and minimize their negative impact on the workplace.

1. Set Clear Expectations: From the outset, it is essential to set clear expectations regarding behavior and performance. Make sure that the high-conflict employee understands what is acceptable and what is not. Clear communication helps prevent misunderstandings and ensures that the employee knows the consequences of continued conflictual behavior.
2. Provide Regular Feedback: High-conflict employees often need more guidance than others. Regular feedback, both positive and constructive, can help them understand how their behavior affects the team and the organization. Be specific in your feedback, focusing on instances where their behavior either contributed to or detract from team harmony.
3. Encourage Positive Interactions: Reinforce positive behavior by recognizing and rewarding it. High-conflict individuals may respond better to positive reinforcement than to criticism. By acknowledging their contributions when they engage positively with others, you can encourage them to adopt more collaborative behaviors.
4. Conflict Management Training: Providing conflict management training can equip high-conflict employees with the tools they need to resolve conflicts more effectively. This training can also benefit the entire team, as it promotes a culture of open communication and mutual respect.
5. Limit Their Influence: In some cases, it may be necessary to limit the high-conflict employee’s interactions with others. This can be done by assigning them tasks that require less collaboration or by managing their involvement in team activities. While this is not a long-term solution, it can help reduce the immediate impact of their behavior on the rest of the team.
6. Know When to Take Action: If a high-conflict employee continues to cause problems despite your best efforts, it may be necessary to consider more serious action, such as a formal performance review or even termination. Allowing a high-conflict individual to remain in the workplace unchecked can lead to a toxic environment that affects the entire team.

Effective management of high-conflict employees requires patience, consistency, and a commitment to maintaining a positive work environment. By setting clear expectations, providing regular feedback, and knowing when to take decisive action, managers can mitigate the negative effects of these individuals on the workplace.

How to Work with Conflict-Prone Employees

Working with conflict-prone employees can be challenging, but it is not impossible. These individuals often have difficulty with interpersonal relationships and may not fully understand how their behavior impacts others. Here are some strategies for working effectively with conflict-prone employees:

1. Foster Open Communication: Open communication is key to resolving conflicts and preventing them from escalating. Encourage conflict-prone employees to express their concerns and frustrations in a constructive manner. By providing a safe space for them to voice their opinions, you can help prevent minor issues from becoming major conflicts.
2. Promote Empathy and Understanding: Conflict-prone employees often struggle to see things from others’ perspectives. Encourage them to practice empathy by considering how their actions affect their colleagues. This can be achieved through regular one-on-one meetings, team-building exercises, or conflict management training sessions focused on empathy.
3. Focus on Solutions: When conflicts arise, shift the focus from assigning blame to finding solutions. Encourage the conflict-prone employee to think about how they can contribute to resolving the issue rather than dwelling on who is at fault. This approach can help them develop a more collaborative mindset.
4. Set Boundaries: It is important to set clear boundaries with conflict-prone employees to ensure that their behavior does not disrupt the team. Establish ground rules for communication, such as not interrupting others during meetings and allowing everyone a chance to speak. If necessary, limit their participation in discussions where their behavior might be disruptive.
5. Involve a Mediator: In situations where conflicts persist despite your best efforts, it may be helpful to involve a neutral third party, such as an HR professional or external mediator. Mediation can help facilitate constructive dialogue and lead to a resolution that satisfies all parties involved.

By fostering open communication, promoting empathy, and focusing on solutions, it is possible to work effectively with conflict-prone employees and reduce the likelihood of ongoing conflicts in the workplace.

Conclusion

Conflict in the workplace is an unavoidable reality, but how it is managed can make all the difference in maintaining a healthy and productive work environment. Dealing with employee conflict is crucial, especially when employees refuse to work together or when there is a teamwork conflict. High-conflict employees present unique challenges, such as when an employee is arguing with a manager, but with the right strategies, their impact can be minimized, and in some cases, their behavior can be redirected toward more positive outcomes. Identifying high-conflict candidates during the hiring process, understanding what causes conflict in the workplace, setting clear expectations, and providing consistent feedback are key steps in managing and working with these individuals, particularly when dealing with employee personality conflicts.

Organizations must be proactive in dealing with conflict, as unresolved conflicts can lead to a toxic work environment, reduced productivity, and high employee turnover. By implementing effective conflict management strategies, promoting a culture of open communication, and knowing when to let go of a high-conflict employee, managers can foster a more harmonious workplace.

At Plan-Recruiting, we specialize in helping organizations build strong, collaborative teams by identifying and addressing potential sources of conflict. Our HR consulting services include comprehensive candidate screening, conflict resolution training, and team-building workshops designed to create a positive and productive work environment. Contact us today to learn more about how we can help your organization thrive.