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In the modern competitive workforce, conflicts are inevitable. They can arise between employees and supervisors or between team members at work. When resolving disputes or disagreements with coworkers, it’s essential to understand how conflict is typically resolved in our society. The first step to conflict resolution is understanding conflict and how it affects the workplace. It is also vital to understand the contributing factors when conflicts arise between coworkers or supervisors. Most importantly, you must know what can be done to resolve a conflict correctly at work and how to avoid it in the future. Below are ways that can be used to resolve conflict.

 

Negotiation

Some issues can be solved by negotiating. This is accomplished by identifying the problem, which includes reconsidering why it occurred, and then creating an action plan that addresses the conflict at hand.

For example, A female coworker feels like her boss is picking on her more than her male coworkers. Rather than immediately confronting him about this issue, she uses a negotiation strategy to resolve the problem. She talks to her boss in private and explains that this has been a recurring issue over the past several months. After a few discussion sessions, they finally agree where they both can feel like they have reached a satisfactory solution for both parties involved.

 

Teamwork

In some instances, it’s not necessary to solve conflicts individually. Working as a team can resolve conflicts just as well and sometimes even better than dealing with problems individually. It’s essential to find out the root cause of any conflict and move forward. It is also essential to appreciate the different perspectives of different coworkers.

Using teamwork for workplace conflicts helps promote a better working environment for everyone involved.

 

Disengagement

In some situations, disengaging from a coworker will be the best strategy. This disengaging means you will ignore the person and let them deal with their conflict. It can be done in various ways, including completely ignoring them or being civil. If you must engage with the person, try doing it sympathetically.

 

Consequences

Discipline is essential in most organizations. When dealing with workplace conflicts, sometimes it’s better to have a formal procedure expected by all employees. This is commonly referred to as a “consequence.” A consequence can be as simple as a verbal warning, or it could be a suspension from work. The style of consequence should be determined by whether or not you want to involve the person in the conflict.