How can you resolve conflict with a subordinate effectively?

1 Identify the source of conflict

The first step to resolving conflict is to identify what is causing it. Is it a misunderstanding, a difference of opinion, a personal issue, or a performance problem? Sometimes, the source of conflict may not be obvious, and you may need to ask questions, listen actively, and observe the situation carefully. By identifying the source of conflict, you can avoid making assumptions, jumping to conclusions, or blaming the subordinate unfairly.

2 Choose the right time and place

The second step to resolving conflict is to choose the right time and place to address it. Avoid confronting your subordinate in front of other staff or customers, as this can escalate the conflict and damage their dignity. Instead, find a private and neutral location, where you can have a calm and respectful conversation. Also, avoid addressing the conflict when you or your subordinate are angry, stressed, or busy. Wait for a more appropriate moment, when both of you are in a better mood and have more time to talk.

3 Use the LARA method

The third step to resolving conflict is to use the LARA method, which stands for Listen, Acknowledge, Respond, and Agree. This is a simple and effective way to communicate with your subordinate and reach a mutually acceptable solution. Listen to their perspective, without interrupting or judging them. Acknowledge their feelings, concerns, and needs, and show empathy and respect. Respond with your own perspective, using facts and examples, and explain your expectations and goals. Agree on a specific action plan, with clear roles and responsibilities, and follow up on the progress and results.

4 Focus on the positive

The fourth step to resolving conflict is to focus on the positive aspects of your subordinate and the situation. Instead of dwelling on the negative or the past, highlight the strengths and achievements of your subordinate, and express appreciation and recognition. Also, emphasize the common ground and the shared vision that you have, and how resolving the conflict can benefit both of you and the organization. By focusing on the positive, you can foster a more cooperative and supportive relationship with your subordinate, and motivate them to improve their performance and attitude.

5 Learn from the experience

The fifth step to resolving conflict is to learn from the experience and use it as an opportunity for growth and development. Reflect on what went well and what could have been done better, and ask for feedback from your subordinate and other relevant parties. Identify the key lessons and best practices that you can apply in the future, and share them with your team and colleagues. By learning from the experience, you can enhance your conflict resolution skills, and prevent or minimize similar conflicts from occurring again.

6 Seek help if needed

The sixth step to resolving conflict is to seek help if needed. Sometimes, despite your best efforts, you may not be able to resolve the conflict with your subordinate on your own, and you may need the assistance of a third party, such as a mediator, a mentor, or a senior manager. Do not hesitate to ask for help if the conflict is too complex, too sensitive, or too persistent, and if it affects the performance, morale, or safety of your team or organization. By seeking help, you can demonstrate your professionalism and commitment to finding a fair and constructive solution.

7 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?