Workplace conflict is inevitable, but resolving it effectively is crucial for maintaining a positive work environment. We’ve gathered 15 expert opinions from CEOs, founders, and other professionals to help HR navigate these challenges.
Provide conflict management training
This approach involves providing employees with training on how to manage conflict effectively. The training can cover topics such as communication skills, active listening, problem-solving, and negotiation. Employees learn how to recognize the early signs of conflict, address issues constructively, and prevent conflicts from escalating.
Example: An HR professional could provide conflict resolution training for a team that frequently experiences conflicts. The training could teach team members how to communicate effectively and how to resolve conflicts before they become major issues.
Span Chen, Growth Director, Notta
Let everyone have their say
When handling workplace conflict, one approach has worked like a charm for us: listen actively and let everyone have their say. Let me give you an example. My agency had a clash between two rockstar employees a few months ago.
They both had strong opinions about the direction of a crucial client project, which escalated into a heated debate. We created a safe space where they could air out their concerns and listen to each other without interrupting. We encouraged them to express their perspectives and emotions openly, all while keeping the focus on finding a solution and not attacking each other.
As a result, we discovered that a misunderstanding about the client’s expectations caused the clash. Thus, we analyzed the breakdown in communication and implemented new processes to ensure clearer client briefings and regular team check-ins. So, HR professionals should be empathetic listeners who provide helpful guidance while allowing everyone to voice their opinions.
Maria Harutyunyan, Co-founder, Loopex Digital
Ensure safety and identify root causes
Determine the root cause of the conflict. Listen to both sides to comprehend their points of view, ask probing questions, and collect pertinent facts to determine the fundamental cause of the issue. Create a secure and confidential environment for employees to share their disagreements. Ensure that employees feel safe reporting problems and are not subjected to retaliation.
Ben Flynn, Marketing Manager, Manhattan Tech Support
Consider rerspectives and seek fairness
Because workplace disagreement affects both productivity and the culture of the office, it is crucial to handle it properly. Employee success contributes to organizational success, although disagreements can undermine this. The work atmosphere of the office is significantly influenced by a person’s personality and temperament.
Here are some suggestions for handling disagreements at work:
Take into consideration both employees’ perspectives.
Be fair and impartial.
Seek common ground.
Discuss the viewpoint calmly.
Make the causes of conflict a higher priority.
Collaboratively collaborate.
Sai Blackbyrn, CEO, Coach Foundation
Create a culture of respect and empathy
One effective approach for addressing workplace conflict is through active listening. HR professionals can support employees in resolving disputes and maintaining positive working relationships by encouraging both parties to engage in active listening techniques.
This includes actively listening to each other’s concerns without interrupting or invalidating them. HR can also facilitate constructive dialogue and help establish clear communication channels to prevent misunderstandings. By addressing conflicts through active listening, HR can create a culture of respect and empathy, allowing for stronger and more positive working relationships.
Basana Saha, Founder, KidsCareIdeas
Foster open communication and understanding
I’ve found that encouraging staff to consider one another’s perspectives is a beneficial strategy. Role-playing games or team-building exercises that promote a better understanding of one another’s viewpoints and experiences can accomplish this.
By fostering an environment where problems may be communicated openly and honestly in a secure and nonjudgmental setting, HR professionals can assist employees in resolving conflicts. This can be accomplished through routine check-ins and one-on-one sessions that give staff members a safe space to voice their worries and sentiments.
Percy Grunwald, Co-founder, Compare Banks
Implement cool down and conflict resolution training
One effective approach for addressing workplace conflict is to encourage employees to take a break and cool down before addressing the conflict. HR professionals can support employees in resolving disputes by providing conflict resolution training, creating a safe space for employees to voice their concerns, and offering mediation or counseling services.
It’s important for HR to remain neutral, listen to both sides and help employees come to a mutually beneficial solution. HR can also implement policies and procedures that prevent conflict, such as clear communication channels, a code of conduct, and conflict resolution guidelines.
Ben Lau, Founder, Featured SEO Company
Ensure accountability and follow-up
Some people may feel like they’re wasting their time and effort when they try to resolve workplace conflicts, only to have the same issues resurface later on. That only means that there’s a lack of accountability, which allows employees to ignore or dismiss any issues they have with each other.
The first step in addressing this is ensuring that all parties involved understand the expectations for how workplace conflict should be addressed. This may include identifying a mediation process (e.g., individual versus group mediation) or setting up a system of rewards and consequences for employees who cannot resolve their differences in a timely manner.
But it should not stop there. After the dispute resolution process is in place, HR professionals should ensure that it is properly followed up on. This helps to remind everyone that the expectation is for them to take personal responsibility for their own actions and behaviors.
Darren Shafae, Founder, ResumeBlaze
Practice mediation and offer HR support
Mediation is the most effective way to resolve workplace conflict. In this process, a neutral third party helps employees find a resolution to their conflict that is satisfactory to both parties. The HR department can offer training and resources to help employees resolve disputes. They also facilitate open communication and create a safe space for employees to voice their concerns. HR can also act as a mediator or refer employees to an outside mediator if necessary. Maintaining positive working relationships is crucial for a healthy and productive workplace. HR professionals can promote effective relationships by fostering a culture of respect, inclusion, and open communication. They can also encourage employees to seek HR’s help in resolving conflicts before they escalate. HR can play a pivotal role in supporting employees in resolving disputes and maintaining a positive working environment.
Hamid Uran, Head of Marketing, PCB Assembly
Report conflicts and address bullying
Ensure you have a path for employees to report workplace conflicts or bullying. The increase in using technology for remote employees has opened up more avenues for conflict and bullying to occur. While there have long been reports of bullying through email or social media, now employees can be bullied during team meetings via software such as Zoom or Microsoft Teams.
They can be bullied through collaboration platforms such as Slack. These interactions may be harder to spot as they are often one-on-one conversations or happen across a variety of meetings with different attendees.
Businesses need to ensure employees know the signs of bullying and have a safe path for reporting incidents. Investigating and putting a stop to it immediately is crucial to prevent employees from becoming disengaged and leaving the company. HR can assist by monitoring platforms and immediately addressing workplace conflicts.
Andrew Adamo, VP, Bullion Shark
Clarify misread messages
Many conflicts in the workplace are rooted in misread messages. This can happen easily within remote teams because messages that are not verbal are usually more open for interpretation. For example, if you read someone’s message and you feel like the tone of it is negative at first glance, do not make this assumption so quickly.
If you need to ask more questions to clarify what someone is saying and why they are saying it, do so before assuming that they are being mean or difficult. Many workplace conflicts get blown out of proportion, which is why employees should ask follow-up questions to their managers or co-workers.
Miles Beckett, Co-founder and CEO, Flossy
Find mutually agreeable solutions
Come up with potential solutions involving both parties. Encourage open-mindedness and innovation. Investigate several ideas to arrive at a mutually agreeable solution. Investigate the conflict thoroughly, acquiring information from all parties involved. I advise you to make certain that the investigation is impartial and to consider all the evidence.
Andrew Dale, Technical Director, CloudTech24
Take a firm stance by enforcing policies
The HR department creates and enforces policies that ensure a healthy work environment, free from hostility and conflict. Therefore, HR leaders must exercise authority when needed to prevent a conflict from escalating.
Some disputes can be addressed by simply issuing verbal or written warnings or by allowing employees to discuss their differences respectfully and maturely. Others may require more drastic measures, such as disciplinary action and/or termination.
HR professionals must take a firm stance when addressing workplace conflicts to ensure that the situation does not get out of hand and negatively affect other employees.
Karl Robinson, CEO, Logicata
Problem-solve and aaddress conflicts early
Any difficulties or conflicts should be addressed as soon as they emerge. I believe that this can help to keep the situation from worsening and becoming more difficult to resolve. Find mutually acceptable solutions by using a problem-solving method.
When informal discussions cannot resolve problems, facilitate mediation or arbitration. Make certain that the mediator or arbitrator is objective, well-trained, and skilled in settling workplace disagreements.
Arman Minas, Director, armstone
Incorporate conflict resolution in your handbook
HR professionals understand it is essential to communicate clearly your company’s policies and conflict resolution from the start, which is why it’s important to have a code of conduct included in the employee handbook. This should be understood by everyone.
A handbook offers your guiding principles and values, making it a part of your conflict management strategy. By including a code of conduct in your handbook, your employees will know the expectations for their behavior in the workplace.
HR should work collaboratively with leadership, managers, and even employees, depending on the size and complexity of your organization, to create a comprehensive employee handbook or manual. The bonus of this is that it will help employees onboard more quickly by giving them a guide to how your company operates.
Conflict resolution can also be made an integral part of company culture.
