Workplace Conflict Resolution Strategies
Human Resource professionals wear many hats, one of them often being a conflict resolution manager. When arguments and problems arise in the workplace, most people will look to you for the solution. It’s up to the HR team to come up with creative ways to solve conflicts, while still maintaining a neutral point of view. However, that’s easier said than done.
In this blog, we’ll teach you eight conflict resolution strategies to help you brush up on your conflict management techniques.
1. ENCOURAGE OPEN COMMUNICATION
Promote an environment where every voice is valued. Encourage team members to share their thoughts, concerns, and ideas openly without fear of judgment or retaliation.
When both parties are in the same room, set some ground rules. Instruct the conflicting parties to speak openly, although you will want to ensure politeness and manners are maintained. You should also avoid any yelling because that will only cause further aggravation and tensions to rise. Have everyone take a deep breath and start their stories from the beginning.
Establishing clear channels for communication fosters a culture of trust and transparency, making it easier to address conflicts before they escalate. Remember, a problem voiced is a problem half-solved.
2. PRACTICE ACTIVE LISTENING
Active listening goes beyond hearing words; it's about understanding the message behind them. When resolving conflicts, listen with the intent to understand, not to reply.
However, you can engage in active listening by summarizing the speaker's message in your own terms to confirm your comprehension. For example, you might begin with, "If I'm understanding correctly, you mean that... Is that correct?"
Reflect on what is being said and acknowledge the feelings and thoughts of the speaker. This validation can de-escalate tensions and lead to more empathetic resolutions.
3. IDENTIFY A COMMON GOAL
After moving beyond the initial cause of the issue, it typically becomes clear that both sides aim for the same outcome but have different views on how to achieve it.
However, even in conflict, there's common ground. Focus on identifying a shared objective that both parties can agree on. Share your aspirations and what you hope to achieve and encourage the other party to express theirs as well.
Whether it’s the overall success of a project or the desire for a harmonious workplace, reminding individuals of their shared goals can shift the focus from confrontation to collaboration.
Once a mutual objective has been established, the path towards resolving the conflict can begin.
3. BRAINSTORM SOLUTIONS
Oftentimes those with conflicts have their own solutions in mind, and they just need help enacting them.
Therefore, conflict can be turned into a creative brainstorming session where all parties are invited to propose solutions. This inclusive approach not only empowers individuals but also promotes a sense of ownership over the resolution process.
Evaluate ideas impartially and aim for solutions that are win-win, ensuring that everyone’s needs are considered. It doesn’t hurt to ask, “What resolution would you like to see?”
Chances are, at least one of the parties involved has thought this through and will provide a solution. However, as an HR professional, it’s up to you to make the final decision, even if it conflicts with the proposed one.
5. MANAGE YOUR EMOTIONS
Although you’re only human, you need to refrain from judgment and remind yourself that you’re the solution to their problem.
Specifically, emotions can run high during conflicts. Learn to manage your emotions and guide all parties involved in mastering their emotions. Taking a moment to breathe, stepping back to gain perspective, and responding calmly can prevent conflicts from escalating.
Don't waste energy trying to decode the sources of the conflict; rather, spend your time creating an effective solution. Keeping a neutral stance and reminding the parties involved to manage their emotions will ease the problem-solving process.
6. BE EMPATHETIC
Empathy in the workplace is the ability to imagine oneself in another's situation and share one's feelings. In conflicts, try to see the situation from the other person’s point of view. Empathizing with their viewpoint is crucial for grasping their emotions and thoughts.
Encourage the other parties to share their perspectives, inquire about their proposed solutions for the problem, and listen empathetically. This doesn’t mean you have to agree, but showing empathy can bridge divides and foster mutual respect. Often, just feeling understood can be a significant step towards resolution.
7. FOLLOW UP
A few weeks after the conflict resolution meeting, and once everyone has had time to calm down and provide any additional references, you should follow up in meetings.
It’s best to arrange separate meetings with each person to check back in and see how they’re feeling. This gives everyone time to rethink the problem and makes the employees feel secure in their decision to come to you.
Check in with those involved to affirm that the solution is working and to reinforce the value the organization places on a positive and respectful work environment. This ensures that the resolution has been effective and demonstrates ongoing support.
8. PROVIDE COACHING
When people work so closely together for long periods of time, conflicts will arise. HR professionals can be proactive and provide preemptive conflict resolution coaching.
Sometimes, individuals need help developing the skills necessary to navigate conflicts effectively. If you’re able to provide tips for employees to solve their problems themselves, they may be able to solve their problems without HR intervening.
Offering coaching in communication, emotional intelligence, and problem-solving can equip team members with the tools they need. Coaching also shows an investment in personal growth, contributing to a more resilient and adaptable team.
With courses in conflict resolution, harassment, and business ethics; updated course content will train your employees to be prepared for anything.
REDUCE WORKPLACE CONFLICTS WITH 360TRAINING
Now that you understand how to better handle employee conflicts in the workplace, give your employees a jumpstart on their coaching with HR, Ethics, & Compliance Training For Businesses from a trusted provider, like 360training.
Our training modules will provide your team with consistent, up-to-date HR and compliance training, to help reduce the number of conflicts that arise. Ready to create a safer and promote conflict-free workplace? Sign up today!
