How to Engage Conflict With a Social Contract

Conflict doesn’t evaporate. If you’re like most leaders, conflict is one of the biggest challenges you face in your career. That’s because it’s impossible to erase the human dynamic when we participate in any form of collaboration. While your instinct may be to dismiss conflict with the hope that it goes away, you know from experience that unmanaged conflict works a lot like an unwatched fire. Fortunately, engaging in conflict doesn’t have to be overwhelming when you have the right framework in place. In fact, it can elevate your leadership. 

Keep reading to learn why your industry peers are already managing conflict effectively with something called a social contract.

Why Does Conflict Happen in Work Teams?

The workplace landscape is complex. In the rapidly evolving workplace environment, shifting ideals are leaving many people feeling anxious, edgy, or simply confused. On a person-to-person level, generational values and beliefs sometimes cause heated clashes. Teams are also dealing with cultural and political polarization that can be exacerbated when team members are connected on social media or other platforms. It’s easier than ever for employees to bring the outside world into the office. Of course, tensions are also caused by rapidly changing technologies. When you throw in the overall economic and geopolitical uncertainty that sits just under the surface of most people’s minds like a low-grade fever, it’s easy to see why conflicts are so common.

Using a Social Contract to Manage Conflict: How Does It Work?

A social contract is a guiding light, North Star, and point of reference that helps teams to realign when tensions start to threaten team dynamics. A social contract is a relatively brief document that follows a blueprint that looks something like this:

• A team or organization’s clear core values.
• Expected principles of performance.
• Competencies and obligations of leadership.
• Clear assessment metrics for determining appropriate or goal-aligned behaviors.
• Remediation steps for when an individual or team goes off track.

Essentially, a social contract covers the why, the how, and the what happens when things go awry. It puts a valuable tool in your hands for maximizing opportunities during a conflict. Let’s say your company is trying to tame tensions that keep popping up between team members. A social contract that obligates each team member to treat others with respect, honesty, dignity, and trust can play an important role in establishing expectations and accountability. When smoothing conflict is the goal, a social contract should outline exactly what “acceptable” treatment looks like. 

In most cases, this means adding action items that include using open and clear communication, being accountable for our actions, and creating a supportive environment. Leaders also shouldn’t be afraid to call out conflict! For example, adding a clause that team members will address conflict quickly and respectfully turns conflict resolution from a gray area to a compulsory part of operating as part of the team.

Bringing a Social Contract to Your Team

A social contract should be introduced as a proactive and encouraging step forward instead of a punitive measure. By signing their names, team members are part of an internal rebranding that will leave them more empowered. Of course, you may be uncertain about how to start transforming company culture away from conflict. Teamalytics brings decades of experience with building and sustaining effective teams in all industries. We’re here to help you adapt your management strategies for an increasingly complex workplace. Let us create a social contract based on the issues your team is facing. Contact Teamalytics for a consultation today!