People are not strangers to conflict. Humans encounter it in their daily lives — with their friends, families, and, more importantly, in their professional life. Conflict in the workplace produces a great deal of frustration, anguish, discomfort, despair, and fury. Especially in today's world, corporations hire people from all over the world, with varying cultural and intellectual backgrounds, as well as different points of view. Disagreements are unavoidable when people have different perspectives on the same issues.

8 Tips To Handle Workplace Conflict

The thing is, almost nobody is spared. From the CEO to the HR, to customer service, all the way to the front desk attendant. There are different levels of conflict handled across all levels. It is wise to narrow down solutions to context continually. But, here are some staple tips that'd help one get out of a sticky situation;

1. Determine The Source Of The Disagreement:

Clarifying the source of a disagreement is the first step towards resolving it. Identifying the source of the dispute will help you comprehend how the problem arose in the first place. You'll also be able to persuade both parties to agree on the nature of the disagreement. And to do so, you'll need to talk about the needs that aren't being satisfied on all sides of the debate. You must also ensure mutual understanding. Ascertain that you have as much knowledge as possible on each side's viewpoint. Continue asking questions until you're sure that all of the persons involved are on the same page.

2. Locate A Secure And Private Location Where You Can Speak:

"What is a peaceful strategy to settling problems?" is a question many people wonder about. To have a productive conversation, you must first select a safe setting to speak. This environment also allows you to take the required risks for an open and honest discussion about the issues at hand.

Find a safe and private place to discuss before addressing any issue. Do not go to any party's office or a site near them. Also, while you're there, make sure that each side has adequate time to express their thoughts on the subject.

3. Concentrate On The Issue Rather Than The Individual:

Almost everyone has worked with at least one "difficult individual" during their career. Avoid making assumptions about people based on your own biases. Person X may not be the most pleasant person to work with, or they may have a personality clash with someone on your team. This isn't to say they don't have a valid issue or problem. Concentrate on locating and resolving the conflict. If you establish that one individual is the problem after careful and thorough analysis, concentrate on that person.

Reality is based on perception. Keep an open mind. Concentrate on how the individuals involved see the situation, what they require, and what is essential. Avoid making moral judgments about who is correct or incorrect. Frequently, both parties have contributed to the situation. It's dangerous to pass judgment or express an opinion. It has the potential to aggravate the problem.

4. Take A Step Back From The Incident:

Frequently, the point of view of the circumstance, not the situation itself, causes anger to fester, eventually leading to a yelling fight or other apparent and disruptive results.

The basis of the conflict could be a minor issue that occurred months ago. Still, the stress has developed to the point where the two sides have begun attacking one other personally rather than dealing with the underlying issue. You can persuade them to go beyond the triggering occurrence to the true cause in the tranquility of your office. Probing questions, such as "What do you suppose happened here?" will help once again. "When do you think the trouble between you started?" or "When do you think the problem between you started?"

5. Find Solutions To Achieve The Common Aim:

When managing conflict resolution processes, you must have a single goal in mind: to resolve the issue and prevent it from resurfacing. This will allow you to find the best strategies to achieve the common goal. You should sit down with both sides and discuss the common methods you can execute to reach the common aim of managing and resolving the topic at hand after understanding the root of conflict, talking to both parties, and investigating the situation. Listen, communicate, and brainstorm until you've exhausted all possibilities. The first step in resolving any problem is identifying the cause of the disagreement.

6. Decide On The Best Solution And The Roles Each Party Will Play In The Resolution:

The leaps model of communication is used to manage and resolve conflict. Employees will find it simple to communicate with one another since they recognize that they all have the same aim: to achieve the company's objectives. So, after researching the situation and determining options for resolving the problem, all sides must agree on the best solution to the problem. Find a point of agreement. Determine the roles and duties of each party in settling the issue after that. It's also critical to use this opportunity to figure out what's causing the pain and prevent it from happening again.

7. Examine How Things Are Going And Devise Future Prevention Methods:

Never assume that a problem is irreversible. In the workplace, effective communication should take precedence. So, consider the following question: "What is the second phase of ineffective communication?" Knowing this will assist you in ensuring that all staff are working together to achieve the company's objectives. So, keep an eye on the problem and evaluate whether the solution works. If the problem reappears, take the necessary steps.

8. Consider Conflict As An Opportunity: 

Almost every fight contains the potential for a fantastic teaching/learning opportunity. There is an inherent possibility for growth and development when there is conflict. If you're a CEO who doesn't use conflict to build teams and develop leaders, you're passing up a golden opportunity. Divergent viewpoints, when appropriately addressed, can encourage innovation and learning in ways that our minds cannot even comprehend. Wise leaders seek the positive in all opposing views.

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