6 Strategies to Navigate Workplace Conflict

Conflict in the workplace will happen. Preparing yourself as an employer to coach your team through conflict is important to mission success. As an employer, you need to know when to get involved and how to mediate them to a resolution.

In this issue of Entrepreneur to Employer, we will give you 6 strategies to resolve conflicts between employees.

Business leaders need to have a proactive plan to handle these conflicts when they arise between employees. Disagreements left unchecked increase the chances of a conflict escalating, negatively impacting the company's culture and creating a toxic environment as a result.

Strategy # 1 - Address the issue head-on

Address the issue immediately rather than waiting to see if it will resolve itself. Something as simple as a misunderstanding or even a typo in the Slack channel can create a conflict. Speaking directly to them and bringing anyone related into the conversation to resolve it is worth your time. As the workforce continues to evolve remotely, you especially need to have your finger on the pulse.

Be mindful though of jumping in too quickly. If the employees can resolve it between themselves, give them chance to work it out and strengthen their workplace relationship.

Strategy # 2 - Understand what is behind the conflict

We are all the heroes in our movies, so our perspectives on what is true may vary from another's perspective. An equitable way to deal with conflict resolution is to help each side realize the values behind the other side of the issue. Once you understand what is behind the conflict, it's much easier to work toward a middle ground or at least validate the person while you explain why a specific solution may be the best path for all.

Strategy # 3 - Focus on the desired result

Coach your teams ahead of time, "Conflicts are inevitable and that is okay. Conflict, when done with the best of intentions, challenges the status quo and helps develop new ideas." Focus your team on what the desired result is, and help them make the reasonable compromises necessary to achieve that desired result.

Strategy # 4 - Try the 10% approach

Ask each party to identify the 10 percent of the issue that they are wrong about and the 10 percent where the other person is right. Seek common ground and points of agreement to enable the parties to step out of their own stories and stay open to another perspective.

This strategy encourages people to admit what they might be wrong about a small percentage of their position, but not entirely wrong. It's often easier to admit that we are only partially wrong and not completely wrong. The act of articulating where the other party is 10% right fosters goodwill and starts the process of compromise.

Strategy # 5 - Ask open-ended questions

When sitting down to mediate the conflict, ask open-ended questions and avoid making assumptions. This requires being a centered leader and it is always better to be proactive. Utilize the open-ended questions to foster a deeper discussion around the matter and use the dialogue to help each person see the other perspective. The questions help you dig deeper and understand what is creating the conflict, which ultimately should help drive resolution.

Strategy # 6 - Focus on active listening to both sides

De-escalate and mediate by actively listening to each side. Focus on the situation and not the person or people involved. Work diligently to keep emotions to a minimum and keep the conversation fact-based and not a personal attack.

Jointly evaluate the implications of each side. Write down points of mutual agreement or disagreement. Bring forward what can be compromised in search of a resolution and assess how the new situation impacts the future. Achieve mutual agreement and ensure there is a timely regroup and follow-through.

See you again next week!

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