Turning Conflict into Growth: Why Conflict Resolution Matters for Restaurant Managers
As a manager in the restaurant industry, it’s essential to turn conflicts into chances for team growth and collaboration. Many people enter the restaurant world out of love for food and hospitality, but eventually, they find themselves managing people and navigating interpersonal conflicts. Workplace gossip, clashing personalities, and stress are inevitable in a restaurant’s high-pressure, fast-paced environment. Bringing personal stress into the mix only worsens the situation. After over 15 years in the industry, I saw firsthand how unresolved conflict and disengaged teams hurt operations. This is why I created EM-PATH—a method rooted in empathy to transform how we handle conflict.
What is Conflict Resolution?
Conflict resolution involves addressing disputes and finding solutions for everyone involved. It involves understanding different perspectives, finding common ground, and moving forward. For restaurant managers, this means turning conflicts into opportunities for growth and teamwork.
Why Conflict Resolution is Becoming More Important
A recent Gartner report highlights a troubling rise in workplace conflicts. Political tensions, labor disputes, and environmental issues are making workplaces a breeding ground for disagreements. As Peter Aykens, Chief of Research in the Gartner HR practice, points out, managers who can navigate interpersonal conflicts significantly positively impact their teams. The challenge is that many managers feel unprepared to handle these situations effectively.
The Cost of Unresolved Conflict
When unresolved conflicts lead to disengagement, poor communication, “quiet quitting,” and high turnover, these issues can directly impact your bottom line:
- Productivity Loss: Unproductive conflict can waste 2.8 to 4 hours per week per employee.
- Increased Turnover: Internal conflict can lead to 48% higher turnover rates.
- High Hiring Costs: Replacing an entry-level employee can cost 30-50% of their annual salary, while replacing mid to senior-level employees can cost up to 150%.
- Profit Loss: Misalignment among leaders can affect up to 3% of profits.
However, when conflicts are managed well, teams become more cohesive, productivity increases and job satisfaction improves. Conflict resolution is vital for a positive and thriving workplace culture.
Understanding Your Conflict Resolution Style
Knowing your conflict resolution style—and that of your team—can greatly improve how you handle disputes. The Thomas-Kilmann Model, developed in the 1970s, identifies five conflict management styles:
- Avoiding: Sidestepping conflict when the issue is trivial or more information is needed.
- Accommodating: Putting the other person’s needs first, useful when harmony is more important than the issue.
- Compromising: Finding a middle ground for a fair solution.
- Competing: Being assertive and focusing on winning the conflict when quick action is needed.
Collaborating: Working together to find a win-win solution, especially for complex issues.
Understanding your style helps improve communication, manage emotions, and reduce stress. It allows for a more balanced, positive work environment where team members feel respected and valued.
This article originally published at fsrmagazine
