What do you do if your colleagues are constantly arguing and unable to resolve conflicts?

Conflict resolution is a vital skill for staff development, but what do you do if your colleagues are constantly arguing and unable to resolve conflicts? In this article, you will learn some practical tips on how to deal with workplace disputes and foster a positive and productive work environment.

1 Identify the root cause

The first step to resolving conflicts is to understand what is causing them. Is it a misunderstanding, a personality clash, a difference in values, a lack of resources, or a power struggle? By identifying the root cause, you can tailor your approach and avoid making assumptions or jumping to conclusions. You can also ask your colleagues to share their perspectives and feelings, and listen to them with empathy and respect.

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2 Choose an appropriate style

Depending on the situation and the relationship, you may need to employ different strategies for conflict resolution. Accommodating is a good option when the relationship is more important than the issue, and you are willing to compromise for the sake of harmony. Avoiding is useful when the conflict is too heated or you need time to think. Collaborating is ideal when both the relationship and the issue are valued, and you seek a win-win solution. Competing is an option when the issue is more important than the relationship, and you want to assert your own position. Compromising can be beneficial when both the relationship and the issue are important, but you are willing to give up some of your interests or demands for an agreement.

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3 Use effective communication skills

Communication is essential for resolving conflicts, but it can also intensify them if done incorrectly. To communicate effectively, you should express your own feelings and needs without blaming or accusing others by using “I” statements. Additionally, active listening skills, such as paraphrasing, clarifying, summarizing, and reflecting, can demonstrate that you understand and accept what others are saying. Furthermore, open-ended questions like “What do you think?” or “How do you feel?” can help to promote dialogue and exploration of the issue. It is also important to be assertive when stating your own position or expectations by using phrases such as “I prefer” or “I request” without being aggressive or passive. Lastly, positive language like “I appreciate” or “I agree” can display respect and acknowledgment for other people's views and contributions.

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Jamuna Rani Govindaraju

Executive Director—SICCI/Advisor—SME Centre@SICCI/Educational Management/Non-Profit Management/Breaking 98 years of tradition, the first woman to be appointed ED in SICCI's history!
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Encourage Open Communication: Encourage your colleagues to communicate openly and respectfully with each other. Sometimes conflicts arise due to misunderstandings or lack of effective communication. Mediation: Offer to mediate the conflicts between your colleagues. As a neutral party, you can help facilitate constructive dialogue and guide them towards finding common ground. Establish Ground Rules: Establish ground rules for communication and conflict resolution within your team or department. Encourage everyone to adhere to these rules to maintain a respectful and productive work environment.

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4 Seek assistance if needed

Sometimes, conflicts are too complex or intense to be resolved by the parties involved. In such cases, it may be necessary to seek assistance from a third party, such as a manager, mediator, coach, or counselor. A third party can provide an objective and neutral perspective on the issue and the relationship between the parties. Additionally, they can facilitate the communication and negotiation process, offer guidance and feedback on conflict resolution skills and strategies, and provide support and resources to cope with the emotional and psychological effects of the conflict.

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Joao Mascarenhas

Médico do Trabalho Coordenador
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Conflitos aparecem devido opiniões divergentes e muitas vezes, competição dentro da equipe! É importante que os membros seniores, do time, moderem o conflito e que todos ouçam as opiniões de todos e que se chegue a um denominador comum!

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5 Follow up and monitor the outcome

After resolving a conflict, you should follow up and monitor the outcome to ensure that the agreement is implemented and the relationship is improved. This can be done by reviewing the action plan and timeline agreed upon, providing and receiving feedback on performance and behavior, celebrating successes and learning gained from the process, expressing gratitude and recognition for contributions, and addressing any issues or concerns that may arise from the implementation or outcome. If necessary, adjustments or modifications should be made.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your colleagues are constantly arguing and unable to resolve conflicts?

1

2

3

4

5

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1 Identify the root cause

2 Choose an appropriate style

3 Use effective communication skills

4 Seek assistance if needed

5 Follow up and monitor the outcome

6 Here’s what else to consider

Staff Development

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What do you do if your colleagues are constantly arguing and unable to resolve conflicts?

1

2

3

4

5

6

1 Identify the root cause

2 Choose an appropriate style

3 Use effective communication skills

4 Seek assistance if needed

5 Follow up and monitor the outcome

6 Here’s what else to consider

Staff Development

Rate this article

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