Resolving Employees Conflict
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Resolving Employees Conflict

When settling and mediating employeesÂ’ conflict, show them that you attentively listen to the discussion by taking notes of important points during the interview.

When settling and mediating employees’ conflict, show them that you attentively listen to the discussion by taking notes of important points during the interview.

To resolve conflicts between employees, one effective tactic is to deal with both employees head on with an honest and open approach. Conflicts in a workplace are unavoidable. It has always a tendency to arise due to many factors such as professional jealousy, different beliefs and opinions, competitive nature within the company, personal disagreements and so on. If you sense any conflict within the workplace, act on it immediately. Don’t allow it to flourish because it will only worsen the conflicts between the employees involved. Take control of the situation, invite the two parties, interview them and lead them to an agreement, compromise or something that can help resolve the conflict. Try to fix the gap between them to optimize their work efficiency. Otherwise, their work performance will likewise suffer. Here are some ways on how to deal with your employees’ conflict:

• Make it known to everyone that you want to put an end to an unhealthy gossip that is going around in the workplace. Tell them that it affects their work performance and that you will conduct an interview to all those who are involved in the conflict. Show them that you are in control and in command.

• Interview the involved employees but preferably, do it separately. Precisely take note of their individual views about the conflicting situation. Quote what they are saying, if necessary. Then, solicit opinions or suggestions of other employees to gather some insights on how you can resolve the issue.

• At the end of the interview, read back what you have noted to each interviewee to show them that you fully understand their views. At the same time, it is a confirmation for you that what you’ve noted or written is the correct information based from what you heard. Allow them to give additional information that may be beneficial in the conflict issue and permit them to ask questions, if they have any.

• Now that you heard the two sides, formulate a solution or a plan that is for the best interest of the company. Seek opinions of other managers regarding the issue. This may also mean demotion, disciplinary action or dismissal, if needed.

• Organize a group meeting and explain the resolution that you have come up with. Tell them the action that the management had taken and what is expected of them.

• Do some monitoring on the resolution made and be sure that same and balance efforts are made on both parties. Make follow up interviews and recourse to disciplinary action if necessary.

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