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

Totalmente de acuerdo. Descubre la raíz del problema. Ve tratando con cada uno de ellos de manera individual y de la manera más discreta posible. Una escucha activa, sincera y empática es fundamental en estos casos. Qué te dicen? En una ocasión viví un caso de un descontento de los empleados. De manera voluntaria organicé un programa para aumentar la felicidad de mi equipo. Fui hablando con cada uno de ellos en pequeñas charlas informales y tratando de encontrar soluciones a un amplio abanico de retos y problemas. Algunos asuntos pudimos resolverlos entre compañeros, los que eran sobre procedimientos los mejoramos y otra parte la comunicamos a los managers para que nos ayudaran a mejorar la calidad del worklife balance👍🏼

If colleagues are continually arguing and unable to resolve conflicts at work, it's essential to address the situation promptly. Encourage open communication and active listening among team members to understand each other's perspectives. Facilitate constructive discussions to identify the root causes of conflicts and work towards mutually acceptable solutions. Consider implementing conflict resolution training or seeking assistance from a mediator if necessary. Foster a culture of respect, collaboration, and empathy to prevent future conflicts. Ultimately, promoting a harmonious work environment requires proactive communication and a commitment to resolving conflicts respectfully and effectively.

The first thing should be to develop a respectful environment in the office, that encourages different and unique opinions without judgements. The basic understanding that a diverse group of people is bound to have different opinions is to be developed and it is good to have various thoughts from different people. It helps to look at the same situation from so many perspectives. Having respect for others experience and culture helps to avoid conflicts and arguments. The learning attitude should be promoted which demands flexibility and humility instead of rigidity. If conflict arises, then there should be detailed analysis from all the aspects of both the parties and recognising the bone of contention is necessary to reach a conclusion.

Para lidar com conflitos constantes entre colegas, sugira sessões de mediação, estabelecimento de regras claras de comunicação e incentivo à colaboração para encontrar soluções construtivas.

Handling workplace conflicts requires nuanced strategies beyond simply avoiding, accommodating, competing or collaborating. Each response style holds merit, yet the underlying wisdom lies in assessing the conflict's context and the relationships involved. However, the real skill emerges in knowing when to strategically blend these approaches. For instance, avoiding may be prudent for trivial disputes, sparing resources for more significant issues. Conversely, accommodating can preserve vital relationships, and competing might be necessary when core values are at stake. The ultimate goal is cultivating an environment where diverse voices can coexist, enabling a more adaptable, resilient, and harmonious workplace.

Almost all human conflict seems to arise out of a lack of proper communication on the side of either one, some or all of the parties involved. Bringing an effective and efficient mode of communication and maintaining it is as much of a science as an art. Choose your words and medium wisely, my friend.

O ser humano é social por natureza. E assim como a necessidade de comunicar-se existe, os conflitos também devem ser considerados normais dentro de certos limites. Em um ambiente de trabalho, é comum que existam conflitos de opiniões em diversas situações. É importante que sempre haja um mediador ou tomador de decisões imparcial nos casos mais complexos. Em casos acentuados, grandes empresas possuem canais ou direcionamentos para esse tipo de situação. Eventualmente, escalar uma situação dentro das normas predefinidas pode ser a saída mais adequada.

Sit back with them, breakout each points of the discussion, No Blame Game - just point to point and ensure there is one more person in the meeting room to have no clue on whats happening. This way you will help them get it out of the system - once and for all.

I feel it depends on organisational policies on how to handle conflict least you are drag in. If flexible consider facilitating a constructive conversation to address underlying concerns. Encourage active listening, empathy, and a focus on solutions rather than blame. If needed, involve a neutral mediator or seek guidance from a manager to facilitate resolution and foster a more collaborative work environment.