Tackling Workplace Conflict: Strategies for Healthy Resolution

Tackling Workplace Conflict: Strategies for Healthy Resolution

Oct, 03 2023

Every organisation faces conflicts within its team members because of the difference of opinions, values, and principles of one employee to another. However, if these problems aren't settled quickly, it might result in poor decisions and arguments, as well as a higher likelihood of bullying or harassment at work. As a result, teamwork is affected, morale plummets and projects come to a standstill. Ultimately, the organisations have to suffer the consequences in the form of high attrition and wastage of time and effort in training the human resources.

However, one must remember that conflict can be easily resolved. In fact, at times, conflicts, when addressed and resolved, can strengthen workplace relationships and even spur innovation. Therefore, today in this blog, we shall discuss the strategies that can help resolve workplace conflicts!

Embrace the Conflict

Many people find dealing with conflict uncomfortable, and that is why they choose to ignore it, hoping that it resolves on its own. This tactic might be effective occasionally, but more often than not, it can make the problem worse. Unaddressed conflicts tend to intensify over time and resurface at inconvenient moments. Therefore, one must proactively address the conflicts as and when they occur to prevent them from getting toxic at the roots.

Address the Issue Promptly

Choosing to remain silent only allows resentment to grow. Similarly, if someone chooses to share the issue with others even before addressing it, then it can lead to rumours and misunderstandings. Therefore, one must take the initiative and engage in a direct conversation with the person(s) involved in the conflict regardless of the magnitude of the conflict. However, if someone is not comfortable engaging in the conversation, then they can reach out to their immediate line manager or to the HR department.

Identify the Root Cause of the Issue

When there is a conflict between two team members, it is important to address the root cause before coming to a resolution. One must take the optimum amount of time to meet each party involved separately and ascertain the actual nature of the issue. The resolvers must understand the perspectives of the respective parties involved in the situation, and identify if any of them have any needs unattended to. Furthermore, the resolver must assume the role of a neutral mediator and assure the parties involved that they can openly share sensitive information.

Facilitate a Collaborative Discussion

After conducting individual discussions with all parties involved, HR must arrange for a collaborative meeting where everyone can openly discuss their differences in a neutral setting. The purpose of this meeting is to provide an opportunity to brainstorm, listen actively, and embrace diverse viewpoints. The final objective of this measure is to establish a shared understanding of the issue, glorifying each individual's contribution to the conflict and exploring potential solutions.

Find a Solution

After both the parties involved have discussed their problems with each other, the next step is to devise an appropriate solution to solve it. Ideally, at this stage, both parties would have gained a mutual understanding of each other's perspectives, and often, the conflict would naturally dissipate through open and facilitated conversation. However, if the situation demands further resolution, the resolver must intervene to assist the parties in negotiating a fair agreement. This phase may demand considerable time and effort since it requires both parties to set aside their differences and preferences to find common ground.

Continuous Monitoring of the Conflict

Even after finding a solution and addressing the problem, one must keep in mind that the problem may not disappear completely. As a resolver, one must check in with both parties on a regular basis to ensure that the conflict has genuinely been resolved and that they are taking the necessary steps to reach a common ground. If everything is in place, then the resolver should periodically assess the situation to identify if any underlying tensions are still present. If the resolver feels that the solution did not work or was not suitable, then they must take the initiative to collaborate with both parties again and explore alternative solutions.

Way Forward

Conflicts are an intrinsic part of any organisation due to the differences of values, needs, and habits among its employees. When an organisation fails to address these conflicts, it can lead to detrimental consequences, such as poor decision-making, and a breakdown of teamwork, ultimately affecting the morale and productivity of an organisation. It is essential to recognise that conflicts can be effectively resolved, leading to stronger workplace relationships. By resolving conflicts, addressing issues promptly, clarifying root causes, facilitating team discussions, identifying solutions, and consistently monitoring and following up, organisations can create a healthier and more productive work environment. Therefore, tackling conflicts is not only a necessity but also an opportunity for growth and positive change within an organisation.