Here's how you can resolve conflicts between employees effectively.

Ask questions, and patiently listen to get to the origin and the contours of the conflict. Avoid jumping in with "Here's what I would do" type of solutions. It's not your conflict, what you would do isn't helpful.

Escutar os colaboradores envolvidos no conflito é importante para a resolu??o. Ou?a os dois lados de maneira neutra e profissional. N?o demonstre sua opini?o na frente dos funcionários para que eles n?o se sintam privilegiados ou excluídos, o que tiver que tratar sobre o assunto fa?a com seus superiores envolvidos no caso. Após realizar essa escuta, coloque os dois pontos de vista no papel e trabalhe para encontrar a melhor solu??o.

Resolving conflicts between employees effectively involves a combination of proactive measures and responsive actions and below ae some : -Establish Clear Communication Channels which may help the employee's feel safe to open up and also have meetings with the team regularly to see if they are facing any issue Understand the Conflict by active listing to the issue and bring solutions on the table fore them Encourage Collaborative Problem-Solving by discussing and conducting brainstorming sessions for them Set an clear expectations with the team members

To this, I'd add "avoid storytelling." As humans, we are wired to take evidence from our environment and create a story to help us make sense of events. Often, our stories have little to do with the actual experience of the employee(s) in conflict and have more to do with our own partialities and preconceived notions. Thus, in addition to listening to these team members, we must listen for the story we are creating in our head. Yes, we should definitely leverage our experience as leaders to help resolve conflict at work. Conversely, we must be sure that our interventions and advice concern the actual experience of these team members and are not motivated by our biases, our workplace politics, or past experience of corporate trauma.

CONFLICT??? Let's dig deeper! Disagreements happen, even in the best of teams. The trick is to get to the heart of the issue. I like to hear both sides, really listen, and figure out what's REALLY going on. Is it a personality clash, a misunderstanding, or something deeper? Once I understand the root problem, we can start building bridges and finding solutions. It's about more than just fixing the surface issue; it's about preventing it from happening again.

Sometimes unknowingly we get into blame games, so that time we can try shifting the objective from blame to understanding, doing this we can turn conflict into connection. This I have learnt today only, hope to implement in future.

Get past individual agendas, team dynamics, and personality mismatches to find real common ground from where a workable solution can be built. A great place to locate common ground is "What is best for the company?"

Active listening, empathy, and open-mindedness are foundational skills that can effectively resolve conflicts, whether in the workplace or any other setting. When combined, these qualities create a powerful framework which can pave the way for constructive dialogue and sustainable resolutions.