5 proven methods to resolve conflict at work

When you get numerous people with different personalities together on a daily basis, conflict is almost guaranteed to occur, and this is normal. However, it is important that you, as a leader, have the knowledge and the skills to implement conflict resolution methods to ensure that these conflicts don’t spiral out of control. Take a look at the 5 methods below which many effective managers implement to resolve conflict at work.

1. Embracing conflict at work

When conflict does arise in work, rather than ignoring it or deflecting from it, it is better to address it there and then to ensure that the tension doesn’t build further. Nip these issues in the bud as soon as they come to light and get normality resumed within the workplace.

2. Clarifying the disagreement

Sometimes when conflicts occur within the workplace, the parties involved can have different perspectives of what the reason is and why it has occurred in the first place. The first step in resolving the disagreement is to understand both parties’ point of view and to obtain as much information as possible to really get to the heart of the issue.

3. Talk openly

Setting time aside to deal with any conflict within work is best practice because it gives the individuals a safe space to be able to talk openly about their problems, as well as minimising the chances of any interruptions. Each party should be given sufficient time to address their concerns with other parties, It is important as the leader, to mediate the conversation to ensure that one person doesn’t take over the conversation and each person has a fair chance to have their say.

4. Establish a clear goal

To ensure that the conflict doesn’t continue, finding a common goal that both parties see as sufficient is so important. If the conflict started because those involved couldn’t agree a suitable way forward on a specific task or topic, this is even more important because indecisiveness was the cause of the initial conflict itself. Open communication between those involved in determining a solution will be the best way to approach this.

5. Forgive and forget

Once a suitable goal has been established between the parties involved, if you are involved in the conflict, accept responsibility for your role and apologise to the other person and be sincere. You’ll also need to forgive them and move on from the disagreement.

How C-Live can help build your confidence

Conflict is likely to get worse if you leave it, and as a manager or leader, it is important that you have the skills and knowledge to address the issues there and then.

C-Live is the UK’s first simulation-based virtual reality role play training platform and offers a safe environment for participants to practice challenging situations that they might not have had previous experience in before, using role play training. C-Live is a proven solution for your training requirements, such as leadership and management training. This unique tool offers consistent scenarios, allowing participants to practise how to navigate difficult situations that are likely to present themselves at work.

To find out more about how C-Live can complement your blended learning programmes, please get in touch.