Workplace conflict equals lower productivity

The title of this post is likely not surprising: when there is negative workplace conflict, the workplace suffers. We all know that, or at least sense that, from our everyday workplace lives.

A recent study from the Harvard Business Review quantifies the cost of workplace conflict (the authors use "rudeness" and "incivility" in the workplace, instead of "conflict"). I encourage you to read the report.

The report, which is based upon a study of "several thousand U.S. managers and employees" found that, because of workplace rudeness and incivility:

• 48% of employees decreased their work effort;
• 47% decreased their time at work;
• 38% decreased their work quality;
• 66% said their performance declined;
• 80% lost work time worrying about the incident;
• 63% lost time avoiding the offender; and
• 78% said their commitment to the organization declined.

These are staggering numbers. Just imagine if I could tell you, as a manager, that I could increase your employee's work quality by 10%--would you be willing to listen? I'm sure you would. Now look at these numbers again not in negative terms, but as opportunities to increase job satisfaction, company loyalty, and employee performance. If you had a conflict resolution procedure in your work force and could slash these percentages by 10%, how much more effective, and profitable, would your workplace be? How many more satisfied employees--and customers--would you have?

How different would our workplaces be if we learned to manage conflict, and channelled that negative energy into positive, creative ways to improve productivity and commitment to the organization?

Foreclosure rules

Another article about courts implementing rules for residential foreclosures. Click here for the article.

Is mediation killing big law firms?

Maybe.

According to this blogger, one of the reasons leading to Heller Ehrman's demise (you can view its website here, which doesn't contain fancy graphics, just the firm news about its bankruptcy filing) is that within a 45 day period in 2007, Heller lost 25% of its litigation work due to settlements.

You don't have to be a managing partner to know that's bad news for a firm's bottom line (unless you are on the plaintiff's side of things and obtain a big settlement in favor of your client).

Settlements are tricky creatures. From a firm perspective, a settlement means that there are no more billable hours. So no more firm revenue. From a client perspective, settlement means certainty as to its future budget, a conclusion to uncertain outcome in court, and creativity in how the case is resolved.

This inherent, well, conflict, between the firm's bottom-line financial pressure and the client's goals has always been something that confronts me.

With the proliferation of alternative dispute resolution, and fewer and fewer cases going to trial, will we see a demise of big firms--because too many settlements in a quarter can zap the firm's cash flow?

Mediating dog bark cases

Ever heard your neighbor's dog bark. And bark. And bark.

Or was it your dog?

Arizona is sending dog bark cases to mediation, according to this article.

Having handled a dog-barking case before, I know that these cases are ripe for mediation and resolution by sitting down with your neighbor, instead of fighting with your neighbor.

Peace.

Ohio Foreclosure Mediation

A judge comments on the benefits of mediation of foreclosure-related cases. A copy of the article can be found here. Judge Joseph Schmenk noted that both borrower and lender can come out ahead by mediating these types of cases, instead of trying them.

Foreclosure Mediation

The American Bar Association published an excellent web page devoted to mediation of residential foreclosures. You can view the site here. Currently, ten states have developed legislation relating to mediating these types of disputes.

Civility and Kindness

Remember all the rules that we grew up with? Well, maybe we grew up with?

Don't talk with your mouth full.
Show up on time.
No elbows on the table.
"Yes, sir" or "No, sir"

Many people would identify the lack of civility and kindness as important aspects of our lives that are missing.

The Smithsonian Magazine highlighted the work of Professor Pier M. Forni of Johns Hopkins in promoting civility. I've not read his book, but I will.

Whether we call the issue civility, kindness, working together, or conflict resolution, all of these cultural issues result in stress and lack of community. As Professor Forni points out, we are social creatures, needing to be in community, and the lack of kindness and civility that we show each other is not only troubling from an ethical, moral, and religious points of view, but also causes great havoc in quantitative measures. Stress leads to decreased productivity at work, increased health problems, and torments the relationships we have with others. The role of conflict in the workplace, and the quantifiable damages conflict causes, is well documented and has been discussed in this blog.

As we end 2008 and look forward to 2009, let's take a moment and resolve to treat each other with kindness and civility. Who knows, maybe, just maybe, we may be the recipient of someone's kindness. Wouldn't that be nice?