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Workplace Conflict Resolution
Organization leaders are responsible for creating a work environment where people can improve performance and resolve conflicts constructively. When disagreements escalate, the leader must intervene immediately by meeting with antagonists to understand each perspective, then have them suggest actions for resolution and commit to respectful treatment going forward. The leader will not take sides but expects adults to resolve issues independently, and may take disciplinary action if conflicts persist.
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Workplace Conflict Resolution
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- 2. Organization leaders are responsiblefor creating a work environment that enables people to improve their performance and motivation.
- 3. If turf wars,disagreements, and differences of opinion escalate into interpersonal conflict, you must intervene immediately.
- 5. Not intervening isnot an option if you value your organization and your positive culture.
- 6. In conflict-ridden situations, yourmediation skills and interventions are critical.
- 7. Winning Strategies forSetting Up Goals in 2015 Strategies to develop goals How to Mediate and Resolve Conflict Meet with the antagonists together. Let each briefly summarize their point of view, without comment or interruption by the other party. This should be a short discussion so that all parties are clear about the disagreement and conflicting views. Intervene if either employee attacks the other employee. This is not acceptable.
- 9. Winning Strategies forSetting Up Goals in 2015 Strategies to develop goals How to Mediate and Resolve Conflict Ask each participant to describe specific actions they’d like to see the other party take that would resolve the differences. Three or four suggestions work well. An example is, “I’d like Mary to send the report to me by Thursday at 1 p.m. so I can complete my assignment by my due date of Friday at noon.”
- 10. Winning Strategies forSetting Up Goals in 2015 Strategies to develop goals How to Mediate and Resolve Conflict All participants discuss and commit to making the changes necessary to resolve the conflict. Commit to noticing that the other person has made a change, no matter how small. Commit to treating each other with dignity and respect. It is okay to have reasonable disagreements over issues and plans; it is never okay to have personality conflicts that affect the workplace.
- 11. Winning Strategies forSetting Up Goals in 2015 Strategies to develop goals How to Mediate and Resolve Conflict Let the antagonists know that you will not choose sides. It is impossible for a person external to the conflict to know the truth of the matter. You expect the individuals to resolve the conflicts proactively as adults. If they are unwilling to do so, you will be forced to take disciplinary action that can lead to dismissal for both parties.
- 13. Winning Strategies forSetting Up Goals in 2015 Strategies to develop goals How to Mediate and Resolve Conflict Assure both parties that you have every faith in their ability to resolve their differences and get on with their successful contributions within your shared organization. Set a time to review progress.
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Editor's Notes
- #2 In today's workplace, computers and electronic communications are the norm rather than the exception. Computers, e-mail, electronic databases and on-line research play an important role in many businesses today. Technological advances have made electronic communication indispensable in today's workplace. According to recent reports, text messaging figures into L.A. train wreck probe. Investigators of last week’s L.A. train wreck that killed 25 people are looking into a report that an engineer blamed for missing a stop signal light may have been distracted by text messaging. Today, we will discuss the ever-increasing use of technology in the workplace, its potential for abuse and how employers can protect themselves.
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