How do you manage stress and emotions in HR conflict resolution?

One thing I’ve found helpful in the moment is to try to shift my perspective. When I can successfully shift to a logical view by thinking about the actual sequence of actions that happened (without the “why”) I can probably think about how I would describe the situation if reflecting on it a year from now. At this point, I find I’m typically calmer and my mind is clearer. Ideally the stress has abated enough so that I can move forward instead of getting stuck.

I think in the meanwhile of stress and conflict, You can not find the source you may guess what the source could be, but for the first reaction you should take a deep breath and try to calm down. then approach the issue without biasses.

Another key to managing stress and disappointment is to be aware of what you expect to happen in any given situation. Unmet expectations are at the root of most negative feelings. Setting realistic outcomes, (or better yet, setting no expected outcome), can greatly reduce your stress level. Do your best to live in the moment and learn to face only the challenges that actually arise in your life.

Identifying the source of stress is an important first step in managing and coping with stress. Once its identified, developing strategies to manage and cope with them more effectively seems easier. This may include developing new coping skills, changing the environment, or seeking support from others. Managing stress is a process, and it may take time to find what works best for each.

Personally, I have found that regular exercise and a healthy diet have a significant impact on my overall well-being. When I make time for physical activity, whether it's a morning jog or a yoga session, I feel energized and focused throughout the day. Eating nutritious meals helps me maintain my energy levels and supports my immune system, which can be crucial during times of stress. Taking a few minutes each day to quiet my mind and focus on my breath helps me manage stress and improve my emotional resilience. Spending time with loved ones, whether it's a phone call or a weekend getaway, helps me feel connected and supported, which can be vital during challenging times.

Practice self-awareness: Be aware of your own emotional triggers, biases, and assumptions. This can help you identify and manage your own emotions in high-stress situations.

Think of your energy and focus like the power available in a battery. You can only give out what you have stored. If you continually empty yourself without taking the time to "recharge" you will be less capable of managing stressful situations and more prone to react in an emotional manner. Before your care for others, you must care for yourself.

During conflict resolution, self-care can be easier said than done. When going through the motions of self-care, holding on to the issues can reduce its positive impact. Take a moment to tell yourself that compartmentalization is OK, you are not personally responsible for all of the feelings your team members have, and finding joyful moments during difficult times doesn’t mean you lack empathy.

Use active listening: Practice active listening to understand the perspectives and emotions of all parties involved. Repeat back what you hear to ensure that you have understood correctly and to show that you are actively listening.

Keep in mind, communication is a two-way street. Both parties must be open to listening to one another in addition to conveying their side of the conflict. Without this mutual openness, very little can be accomplished. If an interaction becomes one sided or unproductive, it may be best to postpone the discussion for another time, or conclude the talk all together.

One communication skill that has been particularly useful for me is active listening. When I take the time to really listen to what someone is saying, without interrupting or judging them, it can help defuse tension and create a more positive and productive atmosphere. Empathizing and paraphrasing what the other person is saying can also help build rapport and show that I understand their point of view. Asking open-ended questions, clarifying misunderstandings, and summarizing what has been said are also critical communication skills that can help avoid misunderstandings and misinterpretations. By reframing the conversation and giving feedback, I can also help steer the discussion towards a mutually beneficial resolution.

Take a break: If you feel overwhelmed or stressed, take a break to collect yourself. Step away from the situation and take some deep breaths, go for a walk, or engage in other activities that help you relax and refocus.

Seek support: Seek support from colleagues, mentors, or supervisors when necessary. Talking through your experiences with others can help you process your emotions and gain perspective on the situation.

Be empathetic: Show empathy towards all parties involved, and validate their feelings and perspectives. This can help reduce the emotional intensity of the conflict and create a more collaborative atmosphere.

Always try to be aware of what you do not know about a situation. Preconceptions are detrimental in conflict resolution and can create additional stress and strife. There are often new facts, relevant situations, or additional perspectives that can completely shift an interaction in a more positive direction. Be open to learn and change your view. Remember, the goal here is "winning", but resolution and growth.

Overall, managing stress and emotions in HR conflict resolution requires a combination of self-awareness, empathy, active listening, and professionalism. By practicing these strategies, you can help create a more positive and productive outcome for all parties involved.

I agree with this 80% of this, however from my experience whilst working in the public sector, in the UK you've got to detach the human emotion element in order to find a workable solution. If you can find commonality to begin with, no matter how negative the situation may be, then you can move forward collectively - equal on both sides, - from employee /employer perspective, that really is the strongest foundation to solve this. I may be wrong and barking up the wrong tree, but this is my opinion.