How Managers Can Effectively Resolve Workplace Conflict

resolving workplace conflict

Every organization experience workplace conflict — even those with streamlined procedures and ideal employee benefits. These conflicts stem from a variety of factors, such as: 

  • Poor communication 
  • Disagreements 
  • Unclear job roles 
  • Inadequate training 
  • Lack of equal opportunities 
  • Unfair treatment 
  • Discrimination 

They can also be the result of clashes in leadership style, work style, and personalities. 

Conflicts can also occur on an interpersonal level. Individuals might eventually end up feeling overstretched and overwhelmed, especially with how COVID-19 changed how we work. Regardless of the type of workplace conflict that managers have to deal with, however, they shouldn’t be viewed as negative. 

Managers can use conflicts as a learning experience for the team. These circumstances can also pinpoint areas for improvement that would benefit the organization as a whole. For this reason, managers should take a proactive approach to resolving conflicts among employees. 

Our business management consulting firm shares these steps to effective workplace conflict resolution. 

Step 1: Communicate with each participant in private.

As soon as you find out about a workplace conflict, reach out to all involved parties. Schedule a private conversation to hear their side of the story. Be concerned but objective about the issue. 

Step 2: Understand all relevant details of the conflict.

Gather information from all parties involved and other individuals who might have valuable insights into the situation. This allows you to sift through the details and determine the source of conflict. 

Step 3: Meet with all involved parties in a cordial setting.

Once you have a clear understanding of what caused the conflict, along with practical solutions, schedule a meeting with all involved parties. Try to maintain a friendly environment throughout. 

Step 4: Give an objective run-through of the conflict.

Give an objective summary of the conflict to all participants. Share relevant insights you gathered from both sides. Doing so gives them a chance to listen to each other from a different perspective. 

Step 5: Work together to reach the most agreeable solution.

Listen to the participants’ proposed solutions, and try to compromise. Let everyone have their say. Help them understand each other and determine ways to meet common goals. 

Step 6: Log the conflict and develop preventative strategies from it.

Log the conflict and resolution into a document. File it with HR for future reference. Also, set aside time to evaluate the document so you can make preventative strategies based on what you have learned from the situation. 

Focus on what matters to your organization the most.

Success depends on the people working together within your organization. As a manager, your primary duties include maintaining harmony and resolving conflicts before they escalate into serious business concerns. Focus on keeping your team happy and motivated while we take care of the rest. 

Fortuna BMC is a business management consulting firm that takes on a wide array of business issues so, you can devote your attention to what matters most. We provide contact center support, staff augmentation, information security, project management, enterprise resource planning, and IT consulting. 

Contact us today to schedule a free consultation regarding your unique business needs. 

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