Job conflicts have a way of arising, in some fashion or another. People are emotional creatures, and sometimes respond to others and behave in ways that can be bothersome and create conflicts. Whatever the case, when the conflict affects your job performance or makes it uncomfortable to work, it’s time to assess your options. You need to decide if it’s time to quit or if you should stay and resolve the conflict.
You must first assess the magnitude of the problem. If it’s an issue you suspect relates to personal prejudices, discrimination or a serious infraction, you should involve your human resources representative, if your company has one. You could also talk to your state human rights commission. Lawyers are expensive, and court battles can take years and be a major source of distraction—not to mention cause further emotional harm.
One path to resolving the conflict is arbitration. Many large companies even have formal alternative dispute resolution (ADR) programs, whereby conflicts are handled with confidentiality and impartiality. You must know the company’s culture and policies before taking this route.
If the conflict does not approach legal issues, and is not as serious, begin your assessment by giving the other person the benefit of the doubt. Take an honest look at yourself. Could there be any ways you might be contributing to the situation at hand? Be honest with yourself. Assess your work habits. Could something you are doing—or not be doing—be contributing to attitudes others express towards you?
Talk to people who know you well. Speak to an associate you trust. Ask for their honest and objective viewpoints. If the problem is with a peer, talk to your superior. If the conflict involves your superior, it’s important to communicate your feelings. Document any discussions or resolutions you come to.
Instead of quitting and seeking a new career path, why not take the career assessment? It may point you in the direction that will lead to more happiness and success.