What are the key steps in resolving workplace disputes?

It helps to have well drafted policies that encourage and enable people to come forward in an open way and raise any issues they have. Better to foster a culture of open discussion than sweep things under the carpet where they can fester.

First of all , keep the people with same mindset and same working styles in the same team , So as to avoid issues like this. If still issues happen, ask the issue from both the parties, listen well to them and provide good logical reason to both of them Give them the solution but also not forgetting that if you upset anyone that would lead to creating a rift between you and that particular team member. Give a good and honest judgement to both the sides and help both of them to grow .Also, keep checking both the sides if they have problems later on , in that case isolating them from each other is better option

The company may have a grievance policy, or a whistleblowing policy or some other provision in the employee handbook for dealing with the issue at hand. Ensure you follow the correct policy and do it properly. There is usually an informal stage to be used first, where you can try and resolve the situation without it becoming a formal complaint.

A big thing for most people is initially just being heard. That goes a long way to make them feel their contributions and opinions are valued. Sometimes they just want to be listened to and nothing else. Or they might have a good idea as to what they want a practical solution to be.

Don’t be afraid to be creative. Creativity can sometimes be the driving force for resolution especially when both sides are forced to think outside of the box.

Follow up the implementation with monitoring and clear timescales.Do not let it become forgotten. And do not just pay lip service and not take it seriously.

While it may seem obvious, reducing the agreement to writing cannot be overstated. When parties sign the agreement in writing it becomes the basis for accountability moving forward.

Build in review timetables into the resolution outcome. And look at company policies to see if you can learn from the process and improve anything for next time.