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How to Resolve a Conflict at Work

How to Resolve a Conflict at Work PhotoUnresolved conflicts at work can result to low morale, animosity, stress, inefficient workers and low output. A conflict at work should be resolved quickly and in the manner that would satisfy both parties. If you settle a conflict in the manner that you want to try to win it, regardless of what the other party feels about it, the same conflict would recur. You should therefore know the significant steps to gainfully resolve conflicts at work.

Conflicts are bound to happen at work

In order to resolve a conflict you should realize that it is bound to happen in the work environment. Realize that people who share a common goal in the office come from different backgrounds and upholds varying ideals and values. Such differences are bound to cause conflict amongst these people who are supposed to be team mates. Furthermore, in times of changes, judgments and ideas are inevitable to clash. Conflicts at work, if handled well, can be an opportunity for growth and learning. When conflicts at work arise, it means people care enough to engage in dispute over what they think is right or what they think should be done. The technique to this is to resolve it before it can go ceaselessly.

Resolve it as soon as possible

Never let conflicts go on for too long without resolving it. The longer that you allow it to run, the worse it will get and the harder it would be to resolve. Hence, before the conflict could escalate into something big that will jeopardize the whole operation and morale of workers who are not even involved in the conflict, put it out at the soonest possible time.

Observe and ask around

Most of the time, you will be able to obtain more knowledge on the root cause of the conflict by observing and asking around. More often than not, conflicts arise because people do not speak out. One party may have become irritated with the way a colleague speaks to him during company meetings or he may feel unjustly left out from attaining a team’s goal. The aggrieved party could have asked the person whom he thinks is being rude to him why he treats him so and so on. Asking nicely and refraining from being accusatory may resolve the matter. Who knows, the supposed aggressor may have not realized that he was being rude or they may have valid reasons for acting as they have. By letting it out in the open, the supposed aggressor could explain his side and it would have ended the matter right then and there.

Get a mediator

Most often than not, the people involved in the conflict would not be able to resolve the disagreement on their own. Most companies have their own human resource personnel or administrative officer who will be able to mediate between the parties to ensure a peaceful and satisfying resolution of the case. Ensure though that such a person is an expert on handling such cases. During mediation dialogue, it is recommended to be guided by the following:

  • Be calm. Don’t launch into a tirade the moment you are given the chance to speak. You will be able to comprehend what the other party is saying if you remain calm.
  • Listen attentively. Don’t fret around. Be open-minded and consider the other person’s point of view.
  • Apologize. Offer an apology for your part in the conflict even if you think that you have not done anything wrong. Conflict involves two or more parties. A conflict will not arise if you will not let yourself be a participant to it.
  •  If the other party launch into an abusive verbal tirade, request the mediator to end the dialogue. Remain calm and do not let yourself be baited into a verbal shoot-out. Nothing could be gained if one or both parties do not see the objective of the dialogue or not willing to compromise.

You have to realize too that there is a great possibility that even after adopting these methods, you might not be able to resolve the conflict. Every person is unique, so does every situation. You can never ensure the resolution of a conflict if the people involved would not cooperate, even after you have tried your best to resolve the matter. Your only consolation is the fact that you have tried your best to put an end to the conflict by dealing with it constructively.