summarize: By JEREMY BROWN

Sometimes, things just don$$t work out. It might

not be anyone$$s fault $$ or perhaps you feel

strongly that it is entirely someone$$s fault $$

but regardless, regularly working with outside contractors brings about the occasional conflict.

But should a conflict arise, it doesn$$t necessarily mean

that a situation is beyond all repair. Most often, it$$s a result

of miscommunication that can easily be avoided. Before

throwing in the towel completely, follow these steps that

help resolve conflicts and turn the situation around.

Step $1$: Identify where the breakdown occurred

Before you jump to any conclusions, be sure you thoroughly understand the circumstances. Why, exactly, has

a negative situation arisen? Was it a result of one specific incident $$ or was there an ongoing sense of dissatisfaction $($for example, related to the quality of work

to date$)?$ For which tasks was the contractor hired, and

how has he or she failed to meet that aim?

Before rushing into any action or engaging in

confrontation, a smart first step is to clarify the facts

$($using relevant documentation if appropriate$)$ and

assess the events that have taken place.

Step $2$: View conflict from a different perspective

When involved in a dispute, it can be all too easy to get

caught up in the organization$$s side of the conflict. But

before you call it quits with your contractors, it$$s important that you try to view things from their perspective.

Could there be a factor that is hampering their ability to work to the highest standards? Was that person

properly qualified for the job, and has he or she been

correctly trained? Were they provided with the tools,

equipment and information they needed?

Step $3$: Encourage open communication

According to conflict theory experts, the single

most important method to conflict resolution is open

communication. Conflicts must be addressed quickly

and directly. Avoidance only delays conflict, leaving unresolved issues bubbling below the surface to

appear at the worst possible time.

For contractors who spend most of their time $$on

the floor$$ or $$in the field,$$ this isn$$t as simple as walking down the hallway to knock on a manager$$s door.

Digital tools, especially software tools with in$-$app

messaging capabilities, should be in place to keep

everyone on the same page and alert contractors to

potential issues.

Step $4$: Take action

If you$$ve gone through these steps and still feel that

a breach of targets, costs or agreements has occurred, it

may be time for your organization to control or cease the

activity in question. This may come in the form of financial penalties, disciplinary action or dismissal. Terms

and consequences for failure to meet certain standards or

deadlines should have been formally outlined $($and digitally documented$)$ or contracted before work began.

Step $5$: Empower your organization

Hopefully, by following these steps you$$ll be able

to minimize any disturbances before they escalate.

Once a problem is settled, it$$s important to prevent

further similar challenges from arising $$ whether it$$s

finding smarter ways to track and monitor people and

projects, or providing your contractors with the communication channels they need to be successful.

The role of contract$-$management software

Contractor$-$management software is just one way that

organizations can improve upon their communications

with contractors. Some software, for example, comes

with in$-$app messaging tools that enable hiring companies to connect and communicate with contractors

in real$-$time once work is underway, enabling you to

send reminders on due dates, incomplete paperwork,

outstanding tasks, and so on$.$ These types of features

keep everyone on the same page, potentially helping

to reduce conflict between hiring organizations and

third$-$party contractors.