In the workplace, a team can be full of different types of people carrying out different tasks with varying attitudes and personalities. Friction is bound to crop up at some point because of these differences and viewpoints, causing conflict within the workplace. It’s unavoidable, sure, but still a big hurdle to overcome because of the disharmony it creates.

Not everybody’s going to agree with you or with each other and raising that disagreement can bring about discomfort. 

But it doesn’t always have to be uncomfortable. 

Learning to deal with conflict is a necessary skill for leaders of businesses in order to regain harmony within the workplace. Resolving these kinds of disputes also leads to better growth and rapport, as well.

Leadership doesn’t come without conflict, which is why managing it is so essential. Avoiding it and letting it run its course will only hurt a business in the long run as disagreements tend to only escalate rather than go away. Which is why you need to be able to develop conflict management skills to keep your team happy, growing, and learning.

7 ways to deal with workplace conflict

Conflict can be resolved in many different ways but these seven strategies are some of the most direct and effective ways to handle conflict before it becomes a problem.

1. Discuss the issue in a neutral place

Having a dedicated space for conflict resolution allows the two (or more) people a comfortable space to air their grievances and problems. Being able to vocalise their frustrations and thoughts in a space where no one else can hear them will give them some peace of mind that they’re alone and can discuss things at length.

Make sure that no one else can overhear their conversations as word can spread about the conflict which might just twist the story even more, leading to even more friction among the team. 

Ensure that they’re meeting face to face, because emails and messages can easily be misconstrued. Being face to face allows them to read each other’s body language, properly communicate what they want to say to each other, and give each other a better idea of where they’re coming from. 

2. Listen and understand each other’s point of view

When it comes to listening to one another, empathy plays a big role. Without hearing where the other person is coming from, it’ll be impossible for one party to truly understand their motivations and why the argument arose in the first place. Which, in a way, shuts them out and makes them feel as if they’re not worth the time to listen to.

Encouraging all involved to be receptive to each other and understand why they were affected by the situation in the first place helps humanise it instead of everybody seeing everybody else as unnecessary stress. Considering what caused them to feel affected in the first place can help with empathy.

By listening to each other, they can even find common ground to start with and build from there. They start to consider each other and each other’s feelings and communicate respectfully. 

3. Don’t interrupt the other person

While one person might think that forwarding their thoughts and opinions is important, so is listening—and listening actively. It’s not just passively letting them speak, but really trying to understand what they’re saying, where it’s coming from, and why. 

By paying attention and holding back from interrupting them, the other party gets a complete picture. Interjecting is rude and can cause even more friction, which is something neither party will want. Especially you, as their leader. 

Make sure that they’re being respectful and allowing the other party to finish their thoughts. If you were speaking, you wouldn’t want to be interrupted either, right?

4. Avoid getting emotional and stick to the facts

Emotions can easily cloud judgments and derail conversations from the facts laid out in an argument. You can veer away from what actually happened and instead talk about how it affected you emotionally. Objectivity here is more effective than subjectivity. You don’t want that in conflict, even if you’re not involved in team disputes.

Though both parties may interpret the facts differently, there’s no denying that the facts are what they are and what occurred. Encourage both parties to stay on topic and not diverge from the facts of the matter. Make sure that they differentiate fact and opinion and consider the opposing argument before completing their own. 

5. Try to understand the content by establishing the context

Sometimes the context of an argument can be misconstrued and lead to conflict. One person on the team may have interpreted something a certain way while the other person thought of it in a completely different, often opposite way. A dispute breaks out and you’re left having to try and facilitate resolution.

It happens. 

Try to help both of them understand where their argument originated and how one or both of them could have misinterpreted it. By understanding the context of the argument, the content of it makes more sense. Conflict doesn’t happen in isolation, it always has some sort of background.

6. Remember to still be respectful

When it comes to conflict, many people see it as overtly negative with both parties turning bitter and refusing to acknowledge the other. But this doesn’t always have to be the case. When it comes to resolving conflict in the workplace, respect still plays a big part. Even when misunderstandings arise, there’s a way to continue to be polite and respectful to one another. It’s the professional way to go about it, nothing personal involved.

Instead of using statements that start with “you,” the affected parties can instead use “I” statements. “You” statements (such as “you said this” or “you insinuated that”) makes it sound like they’re blaming each other, which is something you, as a CEO or managing partner, don’t want. You want them to show that they’re mature and not just pointing fingers.

Raising voices doesn’t help either as it just brings in unnecessary negativity. Remaining calm and collected while recounting the facts of the argument can peacefully help them resolve things and save you a headache down the road. 

7. Take ownership for your part of the conflict

Conflict obviously doesn’t arise from just one party or one person, it takes two or more people to butt heads. More than one person is accountable and has to take ownership over their part of the conflict. Being able to do so shows maturity and the potential for growth, which is important for any employee.

Encouraging them to be the bigger person can also solve conflict faster. This isn’t to say they have to yield completely—they may still have some excellent points, of course—but to actively listen and understand and admit when they’re wrong.

Neither party can walk away thinking they’re blameless because the friction occurred between them and they both had stakes in it. So remind them that both of them are accountable for it but without berating them. Being accountable is crucial in moving forward and resolving conflict. 

Conflict is impossible to avoid within a team, especially within a growing business. But learning to resolve those conflicts is a skill that you need as a leader in order to get all your ducks in a row. Your company is as good as the people you have and ensuring they get along will help you grow.

Need help with conflict resolution within your team? Book a call with us here.