How to Approach Conflict Resolution in the Workplace

How to Approach Conflict Resolution in the Workplace


There are a lot of approaches through which we can do Conflict resolution can be conducted through a variety of approaches. The approach I have followed mainly relies upon understanding the context of the situation.


In my article, I have covered how to resolve workplace conflict. I hope you enjoy reading and utilizing these techniques at your workplace.




Conflicts arise when two or more people disagree on a point of view, conflicts in the workplace often lead to negative team behavior, team performance, and overall progress of the project. The sooner the manager learns to foresee and resolve the conflicts the better the overall team performance.




Managing people is not easy but learning to minimize the drama and keep your team on track when conflicts arise is a very important skill and is a very important part of being a manager. You can help your employees rebuild their relationships if you can get to the root of their fear, if done methodically, the shared vulnerability will begin to foster trust rather than hatred. To get to the bottom of the issue and end the conflict once and for all, follow the below approach.


The Approach:


Before addressing the conflict between your team members, make sure the conflict isn't the result of larger systemic issues. First, ensure that your team members have a clear understanding of their roles, as well as a set of processes and good rewards and recognition program that encourages collaboration rather than competition. Ascertain that their relationship is well positioned for team success.


Next, Before you address, take a neutral position before taking any decision. A biased manager is of no use especially when resolving a conflict, be sympathetic. Understand that conflicts are the direct result of miscommunication, misunderstanding, and fear, and they can be solved through empathy. Begin with the assumption that your team members are good people who are going through a difficult time.


Once you've helped each team member understand his or her part of the relationship, bring the members together for a discussion. "I've been discussing my concerns about your strained relationship with each of you. "I believe you are ready to talk to each other". Do not interfere in the conversation, you will be astonished to see the conflicts disappear.




The benefit of making this level of investment in the team is that it will go a long way toward permanently resolving the problem—once you can put yourself in someone else's shoes, it is very unlikely that you will still feel animosity. More importantly, it will be some of the best leadership training the two people have ever received. You will have assisted them in maturing, gaining insight into themselves, and developing a relationship that benefits everyone. Their newfound relationship accountability will serve them well throughout their careers.


About author:

Gopi Ramamurthy PMP® is a Global Delivery Head at Chimera Technologies. His hobbies are visiting historical places and getting to know various cultures across the world.


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