Conflict Resolution For A Fitness Business
Conflicts arise in all types of businesses. While some business seem to have their conflict management in check, others do a very bad job in resolving conflicts. In a business that deals with fitness, conflict may arise between clients, between a client and an employee, amongst employees, between the business and its stakeholders, between the business and the employees, between the business and the competitors and between the business and the community it operates in. It is up to the business to ensure that the conflicts are resolved amicably.
Irrespective of the people involved, conflict has negative implications on the business. It will either freeze operations, lead to loss of clients and suppliers, introduce wars- price or otherwise- with competitors and it may even lead to the closure of business. Sometimes, the business may lose the best employees or leaders due to different forms of conflict. A business that is laden with conflict is not able to efficiently serve clients and therefore it is unable to achieve its most important function in society.
A lot of business ignore conflict resolution and therefore fail to put in structures and procedures. This comes to haunt the business later when they are presented with a situation to handle and they have no idea how to go about it. To prevent such situations, the business should establish and document the conflict resolution for different groups. Employees, the management team, stakeholders, the community, the government and the clients are all treated differently and therefore there is need to have separate procedures for them.
Besides developing the procedures, the fitness business should sensitise all employees on the procedures to avoid confusion when a situation arises. Besides, the documents should be updated from time to time as better methods are developed for the business. This calls for a department or dedicated resource people whose main job will be to research on different issues on conflict management and resolution and to customise their findings to suit the business. These are the people who will sensitise the rest of the team on what should be done at different times. The capacity of this department can be expanded in such a way that they can outsource their services to similar institutions and therefore add on to the revenue streams of the business.
Besides understanding the conflict management and resolution procedures, the business should train their staff members to impart knowledge and skills on solving issues. This should be customised training depending on the macroeconomic factors and the general organisational culture. The training will impart skills to deal with different types of clients, different temperaments and people of different ranks. It also impart skills that enhances resolution of the conflicts within the shortest time possible while protecting the business brand thus maintaining minimal losses.
When internal conflict mechanisms fail or when they do not have the capacity required, the business should outsource the services to a qualified firm or consultants who have the experience and the skills required. This may happen in situations where a number of clients are affected, when the business is sued by either stakeholders or the community or when a conflict has escalated to unmanageable levels. While outsourcing these services, the business should look for consultants or firms that have a good reputation, have favourable charges and who have other resources necessary to complete the work as soon as possible.
The organisation should also set aside some funds to facilitate acquisition of resources to facilitate conflict management. In addition, the financial budget should provide for any rewards, fines and penalties that may result in any year. This eliminates the occurrence of sudden financial needs that may result in financial stress for the business.