How to deal with workplace conflict – 6 tips

This article is about 6 tips on how to deal with workplace conflict. Conflicts are disagreements and struggles that evolves during an active disagreement of opinions or interests.

However, In workplaces, there are many reasons and instances in which conflict can happen between coworkers, and in a situation where something like this happens, it is important to resolve the situation before it degenerates into a big one.

Conflict resolution is an amending way which two conflicting parties of the opposite sides find ways of getting solutions to their disagreement without being biased on any part.

Resolving conflict leaves both parties and everyone  satisfied. People who can identify conflicts, acknowledge different opinions and give room for everyone to play their parts are valuable to many organizations. These people makes it more likely for personal differences to be set aside so that work can continue.

When conflicts are not resolved, it mostly leads to an heated exchange of between parties. When heated words are consistently exchanged among work partners, it makes such workplace less conducive and uncomfortable for workers.

People use different methods to resolve conflict, depending on their personalities and preferences.
Methods used to resolve conflict are highlighted below:

The 6 Effective strategies of dealing with workplace conflict.

Before we list out the 6 effective strategies of dealing with workplace conflict, you might want to check out this article How to master the art of public speaking for career growth – 4 Tips.

1. FIND THE CAUSE OF THE WORKPLACE CONFLICT:

The first step in resolving conflict is finding the cause of the conflict. Defining the cause of these conflict will enable one to understand how the  issue evolved in the first place.

Also, you get both parties to consent to what the form of disagreement is. And in doing this, one can discuss the needs which are not being met on both sides of the issues. Also, ensure you obtain as much information as possible on each side of the parties to avoid disparity. You can also  ask questions until you are confident and sure that all the conflicting parties understands the issue at hand.

2. ADDRESSING THE WORKPLACE CONFLICT AND ISSUE:

To resolve conflict in workplace, it is important to first address to first find out the cause of this problem. Then, Follow the appropriate steps toward resolving the conflict and address the problem instead of pretending not to be aware of the issue.

Most People tend to avoid conflict when they don’t want to engage in it. Avoiding conflict allows most people to ignore the fact that there is a problem.There are situations whereby avoiding conflict can be an appropriate response to conflict, when this is done, it doesn’t mean the conflict is resolved.

When  Ignoring a problem in the workplace, such problems might come back to one. This not caring attitude can trigger a reaction on the part of the employees making them to feel bullied, forgotten, and unimportant. While at work, be proactive when you suspect some form of disagreement among workers which can lead to conflict.

3. INVESTIGATE THE ISSUE:

After finding the cause of the issue, and having addressed the issue, it is better to investigate the issue openly and listen to the concerns of both parties.

It is advisable that you take out of your time, and investigate the cause of the conflict arising. Do not just make assumptions on anything or any issues. Before coming up with a final verdict on the basis of what you have heard from both parties.

Try and find out more about the happenings, involved parties, the problems, and how people are feeling. Try having an individual and confident conversation with those involved in the conflicts  and listen in an attentive manner to ensure you are not biased. Also, try finding out any underlying conflict sources which may not be evident or noticeable.

4. GIVE BOTH PARTIES CHANCE TO VOICE OUT:

Resolving conflicts does not really have to be biased, or talking to only one party. So, it is better to give both parties chance to voice out their opinions.

Give both parties an opportunity to express their views and perceptions regarding the issue. Also, Give them equal time to have their say. Embrace a positive approach in the meeting, and if necessary, set ground rules. Encourage all involved to share thoughts openly, comprehend the conflict’s causes and begin to identify solutions. They may find it easier to interact if they understand a shared goal to meet the company’s objectives.

To get to the root of this conflict problem, it is advisable that you go directly to the source of the conflict, instead of beating around the bush, cutting corners. one should contact the two or more parties involved in the conflict. Though, it is  advisable to talk with them separately, there should be a time when you bring them together, acting as a mediator between them.

Give them time to talk through their issues and help them find healthy solutions. Be open and positive in your communication, and encourage them to do the same.

5. FIND A SOLUTION TO THE WORKPLACE CONFLICT:

After getting to the root of the workplace conflict and problems, it is important to emphasize on the importance of a win-win situation, where everyone keeps their job, at such the tension at work will reduce. Offer complimentary gifts  that employees can use to make each other happy while maintaining their own sense of peace. Let participants know that finding a workable solution is the only acceptable results of all problems.

By then, both sides have had a say in negotiating a reasonable solution. However, for it to be effective, each party must feel the solution is free and fair, void of favoritism. Ideally, both sides will now understand the other’s side.

Oftentimes, the conflict can be resolved just through facilitated, open dialogue. This step requires some time and effort as both parties work to set aside their differences and preferences and find common ground to work toward resolution. Then, work with both sides to come up with a list of steps to achieve the agreed-on resolution.

6. FOLLOW UP:

After resolving conflicts between parties, it is good to follow up with both parties and observe their level of interaction. After resolving conflict resolution, so you must check back in to view the results of your negotiations. Is everyone abiding by the agreement? Are both parties satisfied with the outcome? Are boundaries being observed?

If none of this is been done, you may invite everyone to your office for a second conversation to discuss the situation allover again before it escalates into something huge. In extreme cases, you may have to call upon your strong leadership skills and good judgment to make a difficult decision, such as demotion or termination.