Why September Is the Ideal Month to Address Long-Standing Conflict

In this article, we’ll explore why September is a great time to address long-standing issues, improving the organization’s core foundations and paving the way for a fresh start into the productive season.

The Hidden Costs of Unaddressed Conflict at Work

It’s worth noting that while conflict is an inevitable part of any workplace, it’s not necessarily bad, as different opinions are important to stimulate innovation. However, persistent disputes rooted in personality clashes or dysfunctional team dynamics can have very harmful consequences on the organizational fabric. When employees are embroiled in conflict, their focus shifts from their primary responsibilities to the discord at hand, increasing stress and damaging the morale of the whole team. Unresolved workplace conflict is a big contributor to decreased performance and high turnover—and can even result in costly legal fees.

Despite these significant costs, many organizations are reluctant to address conflict head-on. The process can be time-consuming, emotionally charged and fraught with uncertainty. However, it’s safe to say that the potential benefits of conflict resolution far outweigh the challenges. Let’s explore why September, with its inherent themes of renewal and fresh starts, offers a particularly favorable moment to initiate peacebuilding efforts.

Why Does September Seasonality Matter?

Employees Come Back With a Fresh Outlook

As children return to school and families settle back into routine schedules, employees may often return from summer vacations reenergized, motivated to tackle pending tasks with renewed vigor. Capitalizing on this increased energy level can drive more effective conflict resolution processes, as employees are not only more productive, but also more willing to engage in dialogue and negotiation with an open mind.

Alignment with Business Cycles

From a strategic business perspective, there are also advantages to removing obstacles to productivity in the beginning of fall. For many companies operating in industries aligned with the fiscal year ending in December, the ninth month marks the final quarter's inception—strategic timing for achieving annual goals and rectifying any issues that could impede success.

Addressing minor conflicts in September allows for resolutions to be implemented and integrated into company operations well before the year's end. This timing allows businesses not only to finish strong, but also to begin the coming year on a harmonious note, free from unresolved baggage of the previous cycle.

In the event there are deeper organizational divisions that require a more thorough approach, identifying external solutions while in “budget season” and preparing for them in the next year is also a smart consideration.

September’s proactive measures serve another crucial purpose: They prepare teams for upcoming year-end reviews wherein performance metrics are critically evaluated. Problem-solving well ahead of these reviews can help performance appraisals to be conducted fairly without lingering resentments or unresolved issues influencing outcomes negatively.

As a result, organizations have the opportunity to enter review periods confident that they have done almost everything they can to foster optimal working conditions and bolster employee satisfaction and organizational development.

From increased motivation to tackle ongoing issues to the clearer perspective brought about by vacation time away, September is also a great time to land organizational buy-in so that long-standing conflict resolution is among the organization’s priorities for Q4.

Internal Versus External Conflict Resolution Methods

When businesses are finally able to create the necessary buy-in to start addressing conflict, they usually have a very important decision to make: whether to utilize internal resources for conflict resolution or to seek the services of a conflict resolution professional. The choice should be made depending on the severity and complexity of the conflict.

For less escalated disputes involving a small number of people, it is possible to arrive at common ground by employing targeted conflict resolution techniques. Best practices for an effective resolution involve seeking HR’s support in brokering conversations or, if that is not possible, equipping key employees with conflict resolution training so they can serve as facilitators. We invite you to explore a few of these conflict resolution strategies in our articles How to Resolve Disputes Between Two Employes and Seven Tips for Interpersonal Conflict Resolution at Work.

For more escalated issues involving multiple people or teams, however, it’s not uncommon to enlist an external third party with experience in conflict resolution. These kinds of issues can often be structural in nature, such as lack of resources and unclear functions, often needing an impartial, trained third party to intervene.

External conflict resolution professionals are effective precisely because they do not belong to the organization. They are unburdened by internal politics or biases, being adept in navigating sensitive situations with neutrality. Their knowledge in conflict resolution methodologies can break through long-standing disputes that internal efforts may not, making this approach most suitable for conflicts that have become too intense or have not been resolved through internal strategies.

It’s worth noting that while this will come with a cost, seeking external assistance may prove more efficient and cost-effective than allowing the problem to fester through ineffective resolution efforts. If you’re not sure whether this is the appropriate solution for your organization, read our article Signs Your Organization Needs a Neutral Third Party to Resolve Conflict to learn more about if this option is right for you.

JAMS Pathways has extensive experience on how to resolve long-standing conflicts, offering tailored conflict resolution programs that support organizations with implementing plans for enduring change. We invite you to explore our solutions, as well as case studies from companies in several industries that took the leap toward a happier, more productive organization.

Final Thoughts: The Wisdom of Choosing Now Over Later

Delaying conflict resolution can seem tempting—after all, confrontation is rarely pleasant—but the benefits of decisively dealing with disagreements far outweigh the temporary discomfort they may bring about initially. Any moment is a good one to address such a costly problem, but the beginning of fall harnesses multiple concurrent forces. From increased motivation to tackle ongoing issues to the clearer perspective brought about by vacation time away, September is also a great time to land organizational buy-in so that long-standing conflict resolution is among the priorities for Q4 and beyond.

Let this time of the year be a reminder that growth often follows periods of change and challenge. By choosing to address conflicts now, you can set the stage for a season of renewal and a strong finish to the year, ultimately establishing a culture where openness, respect and mutual growth are valued and nurtured.