Conflict is inevitable in any workplace, but it can also be damaging if not handled properly. As a people manager, you need to know how to resolve conflicts effectively and prevent them from recurring. Here are some tips on how to do that.
The first step to stop conflicts from coming back is to understand what caused them in the first place. Sometimes, conflicts arise from misunderstandings, miscommunication, or different expectations. Other times, they stem from deeper issues, such as personality clashes, values differences, or power struggles. To identify the root cause, you need to listen actively to both sides, ask open-ended questions, and avoid making assumptions or judgments.
Focus on the issue, not the person. Evade personal attacks, insults, or blame. Instead, concentrate on the specific problem or behaviour that is causing the conflict.
The second step to stop conflicts from coming back is to find a solution that satisfies both parties and preserves their relationship. This means avoiding a win-lose or lose-lose scenario, where one party feels resentful or defeated. Instead, you should aim for a win-win scenario, where both parties feel respected and valued. To find a win-win solution, you need to focus on the interests and needs of both parties, rather than their positions or demands. You also need to brainstorm options, evaluate alternatives, and negotiate fairly.
In my experience , one of the most beneficial way is by let both parties of conflict to define the root of the conflict and determine the more acceptable solution for both of them.It really work perfectly.
The third step to stop conflicts from coming back is to follow up and monitor the situation after the resolution. This means checking in with both parties regularly, providing feedback and support, and ensuring that the agreed solution is implemented and effective. You also need to monitor the impact of the resolution on the team dynamics, performance, and morale. If you notice any signs of dissatisfaction, tension, or recurrence, you need to address them promptly and proactively.
The fourth step to stop conflicts from coming back is to build trust and rapport among your team members. This means creating a positive and collaborative work environment, where people feel comfortable and confident to communicate, cooperate, and share ideas. You also need to foster a culture of respect, empathy, and feedback, where people appreciate and acknowledge each other's strengths, perspectives, and contributions. By building trust and rapport, you can reduce the likelihood and intensity of conflicts in the future.
The fifth step to stop conflicts from coming back is to develop your own conflict management skills as a people manager. This means learning how to recognize, prevent, and resolve conflicts effectively and constructively. You also need to improve your emotional intelligence, communication skills, and problem-solving skills, as they are essential for dealing with conflicts. You can develop your conflict management skills by taking courses, reading books, seeking feedback, and practicing regularly.
The sixth step to stop conflicts from coming back is to encourage constructive feedback among your team members. This means creating opportunities and mechanisms for people to give and receive feedback on their work, behavior, and performance. You also need to model and teach how to give and receive feedback in a respectful, honest, and helpful way. By encouraging constructive feedback, you can help your team members improve their skills, address their issues, and prevent conflicts from escalating.