Interpersonal, strategic, contingent, constructive or even destructive problems. Conflicts in a company can be very diverse, but they all have something in common: they always have an impact on productivity.

Thus, it seems urgent to detect them, work on them and overcome them, and to know which are the communication problems in a company, since good, effective and efficient communication is the fundamental pillar of any project. Read on and find strategies that will help you find the best problem solving in a company.

What is problem solving?

Gone are the days when good leadership was exercised by avoiding controversies and thus silencing any possible conflict. Today it is well known that conflicts cannot be avoided and, therefore, if they are well led, they can make both the organization and its members grow.

Problem solving is, in simple words, resolving conflicts that occur in companies. But there is no single and unique way to do it; there are many possible ways and different techniques are applied to solve problems in a company. And while it is necessary to stop and think about each of the steps to be followed, which will be detailed later, it is essential to act quickly to prevent further escalation.

What are the main problems in a company?

While there is a communication problem that underlies almost every conflict in an organization, we can find various types that will need problem-solving strategies in a company. Take note of some of them:

• Scope. This refers to relationship and strategic conflicts, the latter being systemic (impacting the strategic aspects of the organization) and the former not.
• Parties involved. Here they can be intrapersonal, interpersonal, intragroup, intergroup and organizational conflicts.
• Nature. There are those that are based on objectively perceived facts (true) or not (false), that are based on determined circumstances (contingent), whose discussion of the problem does not focus on the object of the conflict (displaced), that do not correctly detect the opponent (misattributed) and that are not detected (latent).
• Content. They are caused by the relationship that arises between people, problems given by the information (or lack of it), some that are generated by interests, related to values or by the hierarchical structure of labor relations.
• Impact. Here are the functional or constructive conflicts and the dysfunctional or destructive ones. The former are positive for the growth of an organization if they are well managed; the latter are confrontations that negatively affect a company and must be eradicated.

How do you solve problems in a company?

There is no single way to effectively address and solve a problem in an organization. But in general, some strategies aim to determine the type of conflict in order to address it, look for measures to find a solution, implement it, verify it and then standardize it. Let’s look at it in detail.

Identify the problem

The first thing to do in problem solving in a company is to identify what is wrong with the organization and why this is happening. You can ask some basic journalistic questions, such as the “6 W’s”: what, who, where, how, when and why. The important thing is to be able to identify the problem as clearly as possible and get to the root of the problem, and thus not only attack the symptom but also the disease.

Assessing the consequences

The actions taken to solve a problem in a company have consequences, and before implementing them we must be aware of both the positive and negative effects that can be generated.  One recommendation is to be able to establish the pros and cons of a possible solution, which allows us to see it clearly, in perspective and in consideration of the effects it generates.

Choosing a solution

At this point it is necessary to evaluate the two previous steps and choose the one that best suits and is most suitable for effective problem solving in a company. In the analysis it is necessary to consider some aspects, such as which one allows a better balance between all those involved, what is the expected result and who will benefit from it. Likewise, the person who will carry out this solution must be designated, without losing sight of the collaborative work for its implementation, for example.

Implement the solution

It is time to put it into action. To do this, it is necessary to put everything planned into practice, and to use multiple tools and technologies. This may not be easy, because any new strategy involves a period of adaptation until the pieces fit together. One tip is to start addressing this with those who are most involved with the problem and move forward with those who are less close to the conflict.

Verify

Once the solution has been implemented, you need to follow up. You can monitor the results of the problem solving that has been proposed according to the company’s objectives and the ones you outlined. And, if adjustments are needed, you can make them as soon as possible.

Standardize

Standardization, or normalization, is fundamental because it generates certain rules to implement the problem solving process in a company

over time, and thus prevent the same conflict from recurring (or being detected as soon as it emerges) in the medium and/or long term.

Execute concrete solutions

Each one of the strategies presented here to face the problems in a company allows us to solve them and reach a successful conclusion. All this is possible with a correct management and appealing to a good communication that is the articular axis to approach the problems of a company of any type and to help those who conform it (people with different needs, ages, cultures, etc.). The important thing is not to be afraid of conflicts, because if they are well addressed, they can strengthen and make an organization grow.

Schedule an appointment with one of our consultants and get help to reach an effective resolution of problems in a company.