Conflict resolution can be challenging for management to deal with. In some cases, you may need to hire external support to help you solve the conflict effectively. We have prepared a guide with useful conflict resolution techniques on how to solve these issues to avoid further complications.

Decide when is a suitable time to raise the issue with those concerned.
Sometimes it is not worth confronting an employee. The issue may not be of vital importance and may pose no significant long-term threat to the business. As a result, a confrontation may serve to create more problems than it solves.

If you do need to confront an employee, there are some approaches to keep in mind:

Picture your ideal scenario and how you see that conversation with the other person going. Visualise yourself dealing with the issue successfully and put as much detail into the visualisation as you can. By visualising the path to success, you are more likely to deal effectively with the other person. Try to think of all the possible outcomes in this situation, then practice.

Give equal time to the concerns of both parties. Ask questions, and try to avoid making statements from your point of view. Ensure that both parties’ positions have been heard. Therefore, it can help you consider both perspectives before drawing a fair solution.

Express how you feel in a non-aggressive way. Describe how the employee acted and explain why it was wrong and what they will need to do differently in the future.
With this approach, you can avoid unwanted aggression as the focus is on solving the problem without offending the other person or damaging the relationship.

Try to look at the context of the situation. Do not deal with the issue when you are angry or emotional. While stepping back, again put yourself in the other person’s shoes and try to see the problem from his/her point of view. Think strategically about how you will approach the issue and always be reasonable.

Remember that the only thing other people know about us is our behaviour. They often do not understand the underlying feelings behind the behaviour.

Look for a way forward by brainstorming possible solutions with all parties. Encourage all those involved in the conflict to participate and share their ideas.

Once you deal with the conflict, both parties should try to develop their working relationship in the future by building on the experience gained. It can be a means by which to develop the depth of understanding between two people, building respect towards each other in the future.

Conflict resolution is about taking personal responsibility and not allowing tension and bad feeling to build up and damage the relationship. It may be challenging, but by coaching ourselves by using some of the points outlined previously, and learning from each experience, we can ensure we grow and develop in all our interpersonal relationships.

If you need support to resolve conflicts at work, contact us, we provide 24/7 HR support to our customers. Arrange a free consultation with us or request a call back filling the form below!