6 Effective Ways To Manage Workplace Conflict

6 Effective Ways Of Managing Workplace Conflict

The workplace is where different people from different backgrounds interact and get work done. In the process of doing this, conflicts may arise. Therefore, effective conflict resolution strategies for human resource personnel; need to be shared. Conflict in any workplace affects workflow. Conflict can be expressed in numerous ways such as insults, noncooperation, bullying, and anger. Its causes can range from personality clashes and misunderstood communication to organizational mismanagement.  Conflict can also happen whenever people try to make others change their actions or gain an unfair advantage.

Why should you get involved in conflict resolution in the first place? In most cases, you need to step in when there is a conflict between employees. This is because conflict causes the following; 

  • Lost productivity
  • Poor employee health
  • Potential accidents
  • Increased turnover
  • Potential for theft, violence, or sabotage
  • Wasted time
  • Absenteeism

As human resource personnel, these effective methods will help you resolve conflicts properly without both parties feeling dissatisfied.

Go In With An Open Mind

First, sit with both parties in question with an open mind, and hear each side of the story. Try to understand both parties(Individuals) and sympathize with each individual involved. Ask them what they feel should be done and seek to understand why they feel that way. Offer solutions as well. It is important that you show them you care about their situation while reminding them you’re all there to do a job for the good of the organization. 

Hear Everyone Out 

It is important to get all sides of the story. Ask each person involved questions about their experience and listen to how they perceive the issue at hand. Talk to each person individually and then hold a meeting with all parties involved to come to a solution or general understanding. This helps each person feel heard and, in turn, makes them more open to resolution.

Ask Authentic Questions

When going to resolve conflict, don’t have any preconceived notion, assumptions, or thoughts about the party or individual involved. It can be dangerous. To stay neutral and resolve the conflict properly, be open to asking questions you don’t have the answer to 

Be An Advocate

As Human resource personnel, employees want you to solve the issue. However, this doesn’t solve it long term. You need to be advocates for these concerns and encourage employees to find creative solutions. It would be best to go into these conversations with a coaching mindset and not in a problem-solver mode.

You’re The Solution 

Always remember you’re the solution, not the problem. Let the parties resolve the conflict on a common goal. If they can agree that they are all working toward the same purpose and are open to new solutions, then the conversation becomes about how to best reach the goal rather than parties taking sides.

Do Not Overcomplicate It

Be respectful, be professional, and be genuine. A lecture is the last thing both parties need. Put yourself in the employees’ shoes and deliver the message appropriately. It does not change the message, but it will lead to a positive outcome.

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