How can you resolve conflict with a subordinate?

1 Identify the root cause

Before you jump into a confrontation, take some time to analyze the situation and understand the underlying issues. Is the conflict due to a misunderstanding, a difference in values, a lack of resources, or a personal issue? What are the needs, interests, and emotions of each party? How does the conflict affect the team's performance and morale? By answering these questions, you can gain some clarity and perspective on the problem and avoid making assumptions or judgments.

2 Choose the appropriate approach

Depending on the nature and intensity of the conflict, you may need to adopt different strategies to resolve it. For example, you may decide to avoid the conflict if it is trivial or temporary, or to accommodate the subordinate if you value the relationship more than the issue. However, in most cases, you will need to address the conflict directly and collaboratively, using a problem-solving or integrative approach. This means that you aim to find a mutually beneficial solution that satisfies both parties and enhances the quality of the outcome.

3 Communicate effectively

One of the most important skills for resolving conflict is communication. You need to communicate with your subordinate in a respectful, empathetic, and assertive manner. Respect means that you acknowledge their point of view and avoid blaming, criticizing, or interrupting them. Empathy means that you try to understand their feelings and motivations and express your own emotions in a constructive way. Assertiveness means that you state your position and expectations clearly and confidently, without being aggressive or passive.

4 Listen actively

Another key skill for resolving conflict is listening. You need to listen to your subordinate with an open mind and a genuine interest, without being distracted or defensive. Active listening involves paying attention to their verbal and non-verbal cues, paraphrasing what they say to check your understanding, asking clarifying questions, and giving feedback. By listening actively, you can show your respect and empathy, reduce misunderstandings, and identify common ground.

5 Negotiate fairly

Once you have communicated and listened effectively, you can move on to the negotiation stage, where you try to find a solution that works for both of you. To negotiate fairly, you need to focus on the issue, not the person, and avoid win-lose or compromise scenarios. Instead, you should aim for a win-win or integrative scenario, where you create value by exploring multiple options, generating creative ideas, and finding trade-offs. You should also establish objective criteria, such as standards, benchmarks, or best practices, to evaluate the options and reach an agreement.

6 Follow up and monitor

After you have negotiated a solution, you need to follow up and monitor its implementation and impact. You should document the agreement and the action steps, and assign responsibilities and deadlines. You should also provide feedback and support to your subordinate, and recognize their efforts and achievements. Moreover, you should monitor the progress and the results of the solution, and make adjustments if necessary. By following up and monitoring, you can ensure accountability, transparency, and sustainability of the resolution.