14 Tips For Resolving Workplace Conflict Like A Pro

Conflict is a natural part of any workplace. But when conflict is not managed effectively, it can lead to decreased productivity, an increase in turnover, and a general feeling of dissatisfaction among employees.

If you're an HR or manager in particular, it's important to understand how to deal with conflict in the workplace. By learning to identify and manage conflict effectively, you can help create a positive and productive work environment for your employees.

So how can you resolve workplace conflict like a pro? Here are 14 tips:

1. Encourage open communication.

Workplace conflict is an inevitable part of any business. But while conflict can be disruptive, it can also be a source of creativity and growth. The key is to manage conflicts effectively, and one of the best ways to do this is to encourage open communication among employees. When employees feel like they can openly communicate with one another, they're more likely to resolve conflicts on their own, which can help organizations save up umpteen time and resources.

Additionally, open communication will help you stay aware of any potential conflicts that might arise. By keeping an open dialogue with your employees, you can identify potential problems before they become full-blown disputes.

If you notice that employees do not speak up when they feel something is unfair, this is often a recipe for workplace disaster - conflicts often fester when employees bottle up their emotions. To encourage employees to speak up, train them on identifying and reporting workplace harassment, discrimination, and other types of misconduct. Additionally, encourage employees to use the company’s complaint procedure when they have a concern about another employee or about the workplace itself. By promoting a culture of open communication, you can help prevent and resolve workplace conflict.

2. Promote a culture of respect.

When employees feel respected by their colleagues, they're less likely to engage in conflictual behaviour. Therefore, it's important to promote a culture of respect in the workplace. You can do this by setting clear expectations for employee behaviour and enforcing consistent consequences for disrespectful behaviour.

Additionally, you can encourage employees to show respect for one another by modelling respectful behaviour yourself. When you treat your employees with respect, they're more likely to treat each other with respect as well. By setting clear expectations and putting in place a sound reward system for respectful behaviour, you can create a more positive and productive work environment.

3. Encourage constructive feedback.

If employees feel like they can't give and receive constructive feedback, they're more likely to bottle up their frustrations until they explode into conflict. Therefore, it's important to encourage constructive feedback in the workplace.

You can do this by creating an environment where employees feel safe giving and receiving feedback. Additionally, you can train managers on how to give and receive feedback constructively. By promoting a culture of constructive feedback, you can help prevent and resolve workplace conflict.

4. Establish ground rules for conflict resolution.

It's also important to establish ground rules for how you expect employees to resolve conflicts. These ground rules should be designed to promote a constructive, positive resolution to conflicts. For example, you might require employees to discuss their differences with one another in person or through a mediation process.

Additionally, make sure your employees are aware of the consequences of failing to resolve conflicts in a constructive manner. These consequences could include formal disciplinary action, up to and including termination from employment.

5. Try to understand the other person’s perspective.

When you’re in a conflict with someone, it can be difficult to see eye-to-eye. So make an effort to see things from the other person’s perspective. Try to understand where they’re coming from and why they might feel the way they do.

The worst thing one can do is to make assumptions about the other person’s intentions. It’s easy to jump to conclusions when you’re in a conflict with someone. Instead, try to open up a dialogue so you can get a better understanding of their motivations.

It's easy to get wrapped up in our own thoughts and feelings during a conflict, but try to remember that there are two sides to every story. Avoid taking things too personally, and try to see the situation from the other person's perspective. This doesn't mean that you have to agree with them - it just means that you should be open to understanding their side of the story.

6. Communicate honestly.

When you're in the midst of a conflict, it can be tempting to withhold information or to give the other person the "silent treatment." But neither of these approaches is likely to lead to a productive resolution. Instead, try to be as honest and open as possible in your communication. This doesn't mean that you have to share everything - sometimes, it's okay to keep certain things to yourself. But if you're honest about your feelings and what you're hoping to achieve, it will be easier to find a middle ground.

7. Be willing to compromise

Conflicts often arise because people are unwilling to compromise. If you're hoping to resolve a conflict, it's important to be willing to meet the other person halfway. This doesn't mean that you have to give in on everything - sometimes, it's okay to stand your ground. But if you're open to finding a compromise, it will be easier to find a resolution that everyone can live with.

8. Encourage Employees to Practice Conflict Resolution Skills Regularly

Just like any other skill, conflict resolution skills need practice in order to stay sharp. One of the best ways to practice is by working through some of your past conflicts with friends or family members - take some time to talk about what happened and how you could have handled the situation better. The more you practice, the easier it will be for you to handle conflicts when they do arise!

To encourage your employees to practice conflict resolution skills, try setting up weekly or monthly feedback sessions between employees and their respective bosses. During these feedback sessions, ask both parties to recount any conflicts they had in the past week/month or identify potential conflicts they might face. By forcing both parties to open up themselves, they will learn how to argue and resolve differences civilly, whilst enhancing their understanding of each other. This can lead to increased talent retention and work satisfaction rates.

9. Find common ground intentionally

When you're communicating with someone, it's important to find common ground. This could be something like a shared interest, a common goal, or even just a common understanding. By finding common ground, you can create a connection with the other person and build rapport. This will make it easier to communicate effectively and get your message across.

For example, you can encourage employees to socialize and mingle outside of the workplace, as this gives them ample opportunity to discover common interests and develop a social bond.

10. Focus on the future.

You need to help your employees understand that excessive focusing on the past leads to irresolvable conflicts and anger, meaning potential talent loss in the long run.

Instead, encourage your employees to put aside past differences and look ahead to the future, which could include the prospect of promotions, teambuilding activities and social functions. Make it clear to employees that it is in their best interests to keep on working together since they will likely need to spend ample time working together anyway.

11. Agree to disagree.

When two people have opposite opinions, it can be difficult to find common ground. In these cases, it is important to remember that it is okay to agree to disagree. Both parties can have valid points, and there is no need to force a resolution if neither side is willing to budge. This doesn’t mean that the issue should be ignored, but rather that both parties should respect each other’s position and be open to revisiting the issue at a later time.

Make it clear to employees, or better, help employees understand that they can still work together harmoniously without having to agree with each other on everything.

12. Avoid using ultimatums.

When two parties are in conflict, it can be tempting to issue an ultimatum. An ultimatum is a demand made with the intention of resolving a disagreement, where the person making the demand threatens to take some sort of action if their demands are not met.

While ultimatums may seem like an effective way to resolve conflict, they often have the opposite effect. Ultimatums can make the person on the receiving end feel like they are being blackmailed, which can lead to further conflict and resentment. Train your employees to understand that it is best to avoid using ultimatums and instead, try to find a compromise that both parties can agree on so that conflicts can be resolved.

13. Make sure to follow up after the conflict has been resolved.

Even the best conflict resolution skills won't do any good if you don't follow up after the conflict has been resolved. Make sure to check in with the employees involved to make sure that the resolution is holding up and that everyone is still happy with the outcome. If not, you may need to revisit the issue and find a different resolution for your employees.

14. Seek help from a mediator or conflict resolution specialist if needed.

If you find yourself in a situation where your employees are unable to resolve a conflict, it may be time to seek help from a mediator or conflict resolution specialist (like us!). These professionals can help you to communicate effectively and find a resolution that is acceptable to both parties.

By following these tips, you can resolve workplace conflict effectively and keep your workplace productive and positive.