Conflict is an inevitable aspect of workplace dynamics. However, how we handle it can significantly impact team morale, productivity, and overall organisational success. Here, we’ll explore the practical steps on how to resolve conflict in the workplace, understanding how to navigate and address workplace conflicts proactively to foster a culture of collaboration, respect, and mutual understanding.
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We’re specialists in human resources services, and we understand the finer details that make up sometimes delicate situations and how to effectively handle them. So, let’s look at the actionable insights you can make on how to resolve workplace conflict.
What Happens When You Do Not Resolve Conflict in the Workplace?
When you do not resolve conflict in the workplace it can give rise to a variety of issues, impacting both individuals and the organisation as a whole. Some potential issues that may arise from conflicts include:
- Decreased Productivity: Conflicts can disrupt workflow and distract employees from their tasks, leading to a decrease in productivity and efficiency.
- Negative Atmosphere: Tensions resulting from unresolved conflicts can create a toxic work environment characterised by hostility, resentment, and distrust among colleagues.
- Poor Employee Morale: Constant conflicts can erode employee morale and satisfaction, leading to disengagement, absenteeism, and turnover.
- Damaged Relationships: Conflicts can strain relationships between coworkers, managers, and teams, hindering collaboration, communication, and teamwork.
- Increased Stress: Dealing with ongoing conflicts can alleviate stress levels and impact employees’ mental and emotional well-being, leading to burnout and other health issues.
- Legal Risks: Unresolved conflicts may escalate to more serious disputes, resulting in legal challenges, grievances, or lawsuits that can damage the organisation’s reputation and financial stability.
- Loss of Talent: Employees may choose to leave the organisation if conflicts persist unresolved, resulting in the loss of valuable talent and institutional knowledge.
- Negative Impact on Organisational Culture: Workplace conflicts can undermine the organisation’s culture of respect, trust, and collaboration, leading to long-term damage to its reputation and brand.
How to Resolve Conflict in the Workplace
Initiate Open Communication
The first step in resolving conflict in the workplace is to initiate open and honest communication. Arrange a private meeting with both parties and establish ground rules for the discussion, emphasising the importance of respectful and constructive dialogue.
Encourage each employee to share their perspective on the conflict, focusing on specific behaviours and events rather than making personal attacks. Create a safe and neutral environment where both individuals feel comfortable expressing their concerns without fear of judgement or retaliation.
Discuss Behavior and Events
During the discussion, guide the conversation towards identifying the specific behaviours and events that have led to the conflict. Encourage employees to provide concrete examples and describe how these behaviours have impacted them personally or affected their work.
Emphasise the importance of separating the behaviour from the individual, focusing on actions rather than personality traits. By reframing the discussion in terms of observable behaviours and objective events, you can facilitate a more productive and less emotionally charged conversation.
Listen Actively and Identify Key Points
Actively listen to both employees, demonstrating empathy and understanding towards their perspectives. Take notes to identify common themes, underlying concerns, and points of agreement or disagreement. Pay close attention to nonverbal cues such as body language and tone of voice, which can provide valuable insights into each individual’s emotions and motivations. By actively listening and acknowledging their concerns, you can build trust and rapport with both employees, laying the groundwork for constructive problem-solving.
Develop a Plan to Move Forward
Based on the insights gathered from the discussion, collaborate with the employees to develop a plan to resolve conflict in the workplace. Start by identifying common goals and areas of mutual agreement, then work together to brainstorm potential solutions. Encourage creative thinking and consider alternative perspectives to find a resolution that satisfies the needs and interests of both parties.
Break down the plan into actionable steps with clear objectives, timelines, and responsibilities assigned to each individual. Emphasise the importance of compromise and flexibility, as well as a commitment to ongoing communication and collaboration throughout the resolution process.
Follow the Plan and Continue to Resolve Conflict in the Workplace
Implement the agreed-upon plan and monitor progress closely. Encourage both employees to actively participate in the resolution process and hold each other accountable for their commitments. Provide support and guidance as needed to ensure the plan stays on track and address any challenges or obstacles that arise along the way.
It’s important to celebrate milestones and achievements as progress is made to fully resolve conflict in the workplace. As the plan unfolds, continue to foster open communication and collaboration between the employees, reinforcing positive behaviours and building trust and respect in the workplace.
Deal With Workplace Conflicts With Empathy and Efficiency
Resolving conflict in the workplace requires patience, empathy, and effective communication. By understanding how to resolve conflict in the workplace and implementing proactive strategies for conflict resolution, organisations can create a culture of open communication, collaboration, and mutual respect among employees.
Need extra HR support to deal with workplace conflict more effectively and efficiently? Let HR Expertise be your trusted ally. Our experienced HR professionals specialise in workplace mediations to help deal with conflicts with empathy and efficiency. Contact us today for expert guidance and support in navigating and resolving workplace disputes effectively.
Cedric has 13+ years of demonstrated experience as a senior HR generalist with a broad commercial and project-driven background within leading global organisations across a range of industries. He is qualified with an MBA from the Australian Institute of Business (AIB), an Advanced Diploma of Management specialising in Human Resources and an HR Consulting – Business Partnering course from the Australian Human Resources Institute (AHRI).