Introduction
Conflict is a normal part of any workplace. When managed constructively, differences can lead to new ideas and innovative solutions. However, unresolved conflict can negatively impact morale, productivity, and profits.
Understand Each Other’s Perspectives
Make an effort to truly understand where the other person is coming from. Listen without interrupting and ask clarifying questions if needed. Seek first to understand, then to be understood. Look for common ground.
Communicate Respectfully
Focus the discussion on issues and behaviors rather than personalities and character. Avoid blaming, shaming, or making assumptions. Be specific, descriptive, and solution-focused. Lead with empathy, compassion, and good faith.
Take Responsibility
Reflect on your role in the situation with humility and accountability. Apologize for any harm caused, whether intended or not. Share how the conflict makes you feel using “I” statements.
Brainstorm Solutions Together
Identify shared interests and mutually beneficial outcomes. Develop options that meet both sides’ core concerns to the greatest extent possible. Combine and improve ideas to create integrative solutions.
FAQ
What are the benefits of resolving conflict?
Resolving conflict improves understanding, builds trust, boosts morale, increases productivity, encourages innovation, and reduces stress.
What happens if conflict goes unresolved?
Unresolved conflict leads to tension, lack of trust, reduced cooperation, personal dislike, high turnover, absenteeism, and even workplace violence in extreme cases.
How can I resolve a conflict when emotions are running high?
When emotions are high, take a break and revisit the issue once everyone is calmer. Reframe the conflict as solvable and focus on understanding each other.
What if the other person won’t meet me halfway?
You can’t force someone else to resolve a conflict, but leading by example through open communication, empathy, respect, and taking responsibility can influence them to do the same.
When should HR get involved in conflict resolution?
Get HR involved if there are allegations of harassment or discrimination, safety concerns, retaliation, or the conflict remains unresolved after multiple good faith attempts.
Agree to a Resolution
Commit to constructive solutions that satisfy key interests of both parties. Document action items, responsibilities, incentives, metrics, and follow-up timelines.
Execute and Monitor Progress
Implement agreed upon action steps. Check in regularly to reinforce commitment, celebrate successes, and course correct if needed. Conflict may resurface, but keep working through it.
Related posts:
Radical Responsibility and Recovery
What is Industrial Organizational Psychology?
Taking Personal Responsibility
Accept Responsibility
Fear of Conflict
Emotional Intelligence in the Workplace: Importance & Application
30 Conflict Resolution Activities for Adults
Why Employee Recognition Matters (& Ideas For How To Do It)