Well, here are some ways you can manage and resolve workplace conflicts. Clarify the source of the conflict. Find a safe, private place to talk. Listen actively and let everyone express their opinion.
Determine ways to achieve the common goal. When your team is ready to make a decision, come up with a list of practical steps that can be taken to resolve the problem. If there is a conflict between a boss and an employee, it's important to understand the boss's goals and motivations and, at the same time, let the employee express their concerns and, at the same time, explore ways to work better together. Explain that you believe your role is to help them find a mutually acceptable solution to their conflict, but also to ensure that the resolution does not have negative implications for the team or organization.
Alternatively, when both team members have credible ideas about a solution but can't find common ground, turn to a senior member of staff to help them find the compromise. When a disagreement arises between two people on your team, it can be tempting to step in and force a decision on them. Whether this “celebration” is something small, such as a congratulatory email or an afternoon off as a reward, recognizing success promotes team unity. Obvious mistakes usually only appear in hindsight, but here are some tips for recognizing and resolving conflicts when working in a group.
If they begin to invoke fairness, suggest that the discussion be temporarily set aside, while they jointly seek information that could be useful in resolving the conflict. Staying open to different beliefs and ideas is vital, and learning to see conflicts from the perspective of a co-worker will help you become a more effective member of the team. At the same time, changes in the workplace, such as assigning more responsibility to a new boss or colleague, can also cause conflict as workers try to adapt to new situations. The situation of an employee who has constant conflicts with their boss usually occurs when their boss shows little faith in their abilities and abilities and is not confident that the employee can do their job without micromanagement.
Putting the conclusion on paper makes the solution more tangible and creates a reference point for people who want to review the team's decision. Of course, there will be times when you will have to set aside your role as mediator and decide how the conflict will be resolved, for example, if it is important issues of departmental or business policy, there is an imminent danger, or if all other avenues have failed to resolve the conflict, but those occasions are few and far between. Knowing the reasoning and perspective of a boss can generate ideas about new techniques for managing the situation.
