As opposed to popular beliefs, conflict is a sign of healthy relationships, more than a sign of unhealthy relationships. Thus, the issue at stake is not “conflict” but “poorly handled conflicts” in most organisations. Cultivating a culture of forgiveness at work plays an essential part when it comes to creating safe spaces for conflict resolution and emerging out of them stronger as a team. This blog makes an attempt to outline what forgiveness in the workplace is and how it benefits the organisation as a whole, as well as the individual. Also, the blog lists several ways to cultivate a forgiving workplace culture.
A forgiving workplace culture does not form by accident. It has to be created with intention. And for that, it is necessary to acknowledge its significance first.
It is natural for someone at work to miss deadlines in any organisation. It is also natural for the ego to clash and for morale to drop due to grudges and the constant feeling of being emotionally unsafe. Forgiveness in the workplace is defined as a culture that creates spaces where each team member learns to let go of existing friction and move forward with mutual respect.
Forgiveness at work has several psychological and emotional benefits. It helps create high-functioning teams that trust each other and face setbacks together. When small or trivial issues are not escalated, when feedback becomes constructive rather than personal, and when there is growth rather than guilt after a conflict, know that forgiveness in the workplace is doing its magic.
Conflicts lead to emotional overload, and forgiveness at work is a kind of strategic emotional intelligence at play. It encourages real accountability without any fear, avoids blame games, and allows employees to take healthy risks, ultimately increasing both team morale and productivity. Innovation picks up the pace in forgiving workplace cultures.
Now, the question is, when there are so many positive benefits of forgiveness at work, why do most organisations fail to cultivate a workplace culture of forgiveness? There are some common barriers.
Since forgiveness in the workplace is often mistaken for “weakness” and “softness”, it doesn’t come easily to anyone. Therefore, unresolved conflicts and ego clashes breed resentment, stress, and anxiety, and they prevent the very thing that is required for their resolution, i.e., forgiveness.
The fear of repeating mistakes is yet another common barrier to cultivating a forgiving workplace culture. Generally, employees do not feel comfortable or even safe to make mistakes at the workplace, as once they make a mistake, it sets a bad example, with them at the helm. If the team leaders don’t forgive publicly, not necessarily with words, the team doesn’t either. The respective employee loses credibility, and fear eventually conquers all.
Lack of trust and lack of communication also prevent forgiveness at work. An open discussion about boundaries is important for nurturing a forgiving workplace culture, where everyone understands what is expected of them, rather than feeling confused. However, organisations rarely emphasise clear communication due to their inflexible, ego-based hierarchies or leadership.
To foster forgiveness at work, the steps given below could be followed. One of the first things to do is to remove the barriers to forgiveness while taking active measures.
Universal toilet design fosters access to a toilet for every individual, irrespective of their ability, disability, or physical limitations. However, due to a limited awareness of inclusive toilet design in local authorities and construction workers and a major focus on the “number” of toilets, Swachh Bharat somehow misses the opportunity to create an equitable society.
No one opens up when admitting mistakes is punished, speaking up is treated with coldness, and conflict is turned toxic. Everyone wants to be heard more than to apologise and get apologised to. Teams should be trained in how to listen actively, how to empathise without losing a sense of responsibility, and how to decide whether a conversation should happen in private or public, as equals. Instead of results, reconciliations and resolutions should be celebrated more.
Forgiveness at work can also be encouraged through forgiving leadership. After all, it is the leader who sets the tone of the culture, first and foremost. When leaders demonstrate the strength to let go of ego clashes and friction, they subconsciously allow the subordinates, too, to do the same.
Forgiveness is more about doing right than anything else. Safe spaces for conflict resolution could help everyone voice their agreements or disagreements without any fear of revenge, embarrassment, or judgement. Shared rules, instead of power dynamics, should govern these spaces for conflict resolution and forgiveness at work.
The role of HR and management in promoting forgiveness in the workplace is significant in many ways.
For effective conflict resolution, it is important that the “release” is regular through proper check-ins. While traditional HR systems tend to engage more with escalation hierarchies and disciplinary action, instead of dialogue and restorative practices, it is crucial to enforce appropriate conflict mediation through guided frameworks.
Year-round training programs in emotional intelligence, both for the teams and the leaders, are important for promoting forgiveness at work. Such programs equip individuals better with the art of forgiving without losing boundaries. Ideally, one workshop should be organised per month.
As mentioned earlier, forgiveness at work should not only be fostered but also be recognised, rewarded, and celebrated. It helps reinforce positive behaviour and even encourages it on its own account. It sets the standard that informs everyone what to aim for.
There are several more benefits of a forgiving workplace culture, apart from the ones discussed before.
Ever wondered what goes on behind the working of those highly efficient and highly motivated teams that surpass other teams in terms of morale, collaboration, and productivity? It is a stronger trust that results from healthy and resolved conflicts. Healthy and resolved conflicts bring people closer.
Forgiveness at work lightens the emotional overload, thus reducing or preventing stress and burnout. It is the only thing that stops conflicts from escalating and turning toxic, where every individual bears the brunt in one way or the other, affecting the organisation’s overall well-being in a hideous manner.
A toxic workplace culture is one of the major reasons that leads to low employee morale, low employee retention, and low employee satisfaction rates. A forgiving workplace culture is conducive to true success in the long run. An organisation is nothing without a strong, dedicated team.
Any workplace that is serious about making a difference cannot go without conflicts. A conflict is actually a sign that something is taking place, and a healthy and resolved conflict is a sign that something good is taking place. The real power lies in intentionally creating a culture of forgiveness at work, where everyone (including the leaders as well) feels safe and empowered to voice their opinions without anyone holding grudges, resentment, or a sense of retaliation. The magical strength of “second chances” should not be underestimated.
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Often recognised as the Franchise Man of India, Ajay Gupta has positively influenced the lives and livelihoods of over 15 lakh students, 10,000 families, and 1 crore people through his multiple business ventures.
