It is impossible to avoid conflicts in the workplace. When you gather people in a single workplace, and they are different in their characteristics and origins, conflicts arise. Yet, as is often observed, conflicts can act as a catalyst for organizational learning and change. Whereas sources of tension between employees can be beneficial at times, unresolved conflict has adverse effects on employees’ well-being and organizational outcomes. Hence, it becomes vital for any manager or team leader to understand how to resolve conflict between two employees.
In this blog post, you’ll learn about best practices for managing employees’ conflicts, effective communication, and practical steps to help resolve syndicated conflicts.
The Importance of Conflict Resolution in the Workplace
It is crucial to define why conflict management is critical for any organization before looking at the potential tactics. Neglected conflicts lead to issues of larger magnitude, such as reduced efficiency, factionalism, or even loss of talent among employees. It is established that bilateral conflict at the workplace affects U.S. organizations by a whopping $359 billion annually. Here is how businesses can bring back the emphasis on how to resolve conflict between two employees to substantially cut expenses, increase the satisfaction of workers, and create a more amicable environment.
It is even beneficial for the parties to transform the conflict into a learning exercise to enhance relationships, communication, and respect.
Step 1: Understand the Root of the Conflict
Before attempting to resolve conflict between two employees, it’s crucial to understand what’s causing the friction. Conflict can arise due to various reasons:
- Personality Clashes: Not everyone is going to get along all the time.
- Miscommunication: Misunderstandings in communication are a leading cause of conflict.
- Differing Work Styles: People may have different approaches to tasks, deadlines, or priorities.
- Competition: Friendly competition can sometimes escalate into something more serious.
- Perceived Unfairness: When one employee feels another is being treated more favorably.
By identifying the root cause, you can tailor your conflict resolution approach more effectively.
Step 2: Encourage Open Communication
An open dialogue between the parties involved is one of the best ways to resolve conflict between two employees. Encouraging honest communication helps each party express their side of the story and gives them an opportunity to be heard. As a manager, remain neutral and facilitate the conversation by asking open-ended questions, promoting active listening, and ensuring that each person’s concerns are acknowledged.
Here are some questions you can ask to kickstart a productive discussion:
- What do you think is the core issue between you two?
- How do you think this situation could be resolved?
- What are some areas where you can compromise or collaborate?
Step 3: Mediate with Neutrality and Empathy
As a manager or team leader, you’re responsible for navigating the delicate task of conflict mediation. Remember, the goal is not to pick sides but to guide both employees toward mutual understanding. To resolve conflict between two employees, neutrality is critical. Don’t make assumptions, avoid biases, and ensure both parties feel supported.
Mediation is also an opportunity to demonstrate empathy. Employees are more likely to find common ground if they believe their feelings and perspectives are valued. Statements like, “I understand how this situation can be frustrating” or “It sounds like you both have valid concerns” can help ease tensions and create a more receptive environment for resolution.
Step 4: Encourage Collaborative Problem-Solving
Once both employees have shared their perspectives, it’s time to shift from problem-identification to problem-solving. Encourage both individuals to brainstorm solutions together. When people are part of the resolution process, they’re more likely to commit to the outcome.
Here are some ways to guide this collaborative process:
- Find Common Ground: Identify areas where both employees agree or share similar goals.
- Evaluate Options: Have them assess various solutions and discuss the pros and cons.
- Focus on Win-Win Outcomes: Strive for a resolution where both parties feel they’re gaining something.
Collaborative problem-solving not only helps resolve conflict between two employees but also strengthens team dynamics by fostering a culture of cooperation.
Step 5: Implement the Solution and Set Clear Expectations
Once a resolution is agreed upon, it’s time to set clear expectations moving forward. Outline the steps each employee must take to avoid future disputes, and document the agreement if necessary. You should also emphasize accountability and ensure both employees understand the importance of upholding the solution.
For instance, if the conflict was related to a communication issue, consider implementing regular check-ins or establishing clearer communication channels. If the disagreement was about workload distribution, perhaps you can tweak project management processes to ensure a fair workload for everyone.
Setting expectations for behavior and collaboration helps prevent the same conflict from resurfacing and creates a framework for employees to move forward productively.
Step 6: Monitor the Situation and Follow Up
Even after you resolve conflict between two employees, it’s essential to follow up regularly to ensure the agreement is working. Check-in with both employees after a few days or weeks to see if they’re adhering to the resolution and if the working relationship is improving.
Your follow-up can be as simple as:
- “How are things going between you and [the other employee] since our discussion?”
- “Are there any remaining issues that we need to address?”
- “Do you feel the current arrangement is working for both of you?”
By staying involved, you demonstrate that the resolution was not a one-time fix, but part of a broader commitment to a healthier workplace culture.
Step 7: Address Toxic Behavior If Necessary
Unfortunately, some conflicts may stem from deeper, more ingrained issues. In cases where an employee exhibits toxic behavior, it’s essential to take more drastic action. If the conflict continues despite your efforts to mediate, it might be necessary to consider disciplinary measures, such as written warnings, reassignment, or even termination in extreme cases.
No matter the outcome, prioritizing the overall well-being of your team and workplace is paramount. Sometimes the best way to resolve conflict between two employees is by addressing underlying toxic behaviors head-on to prevent further damage to the team.
Step 8: Foster a Positive Work Environment
The best way to resolve conflict between two employees is to prevent it from happening in the first place. By fostering a work environment that promotes collaboration, transparency, and mutual respect, you can minimize the chances of conflict escalating. Encourage team-building activities, celebrate individual and collective successes, and prioritize open communication.
Consider implementing an open-door policy that allows employees to voice concerns before they escalate into major issues. Regular team meetings, feedback sessions, and conflict-resolution training workshops can also help employees develop the skills needed to navigate disagreements constructively.
Conclusion
Conflict management is one of the most complex but vital functions in the management of people or teams. Specifically, it can be stated that the management of conflict in the workplace may result in more effective interpersonal relations in the organization. When one appreciates the causes of conflict, assures the employee of the organization that he or she is free to report any conflict that is dampening his or her morale, and makes the two employees come together, work out a solution to the problem, then a managers can successfully resolve the conflict between two employees.
As crises, conflicts are good because they make people grow anew and the organization itself is also given a chance to change for the better.
