Agreeing To Disagree: 3 Keys To Conflict Resolution
Posted on: 30 August 2021
Workplace conflict of one type or another is almost inevitable. People will naturally have differing opinions and approaches throughout their working relationship. But that doesn't mean that the conflict should dictate the health of this relationship. In fact, one of the most important duties of any manager is ensuring that conflict is quickly and effectively resolved. Take a look below to discover three ways to dissipate current conflicts and prevent further ones.
Never Assume
Assumptions both large and small are often at the root of a workplace conflict. That's why one key to resolving a conflict is to start at the beginning. Allow all parties involved to voice their opinions and note any assumptions that may have been catalysts for a sudden disagreement. Try to leave your own biases at the door and come to a conflict with a fresh sense of perspective. Asking the individuals involved to do the same can go a long way toward helping to resolve a conflict.
Criticize Constructively
Conflict resolution doesn't mean praising both parties equally in the hopes of assuaging their grievances. Criticism has an important part to play in conflict resolution, too. That said, criticism should always be constructive. One way managers can do this is to always pair their criticism with specific recommendations about how to improve. In this way, both parties feel that they are given a better path forward. This is far preferable to having employees feel that they are shouldering the brunt of the blame and prevents a defeatist mindset from setting in.
Make Decisions
While exploring the origins of a conflict and criticizing constructively are both paramount to the process of conflict resolution, neither does much good if decisions are finally made. Managers should never hesitate to make actual decisions—no matter how difficult—after a conflict has been aired. While informal agreements can certainly be made between the respective parties, concrete decisions have to start at the top. Without a decision, conflicts can never be truly resolved. Managers may have to amend their decisions at a later point, but should always seek to base their decisions on the conclusions made during the conflict resolution process.
Conflict management is rarely easy, and it often requires a good deal of training. But when done right, it can result in a team that is happier, more productive, and more willing to work through any problems that might arise in the future.
For more information, reach out to a conflict resolution training service.
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