How To Resolve Workplace Conflicts In A Mutually Peaceful Manner?

Differences of opinions among employees is something that occur (pretty regularly!) at practically all business organizations. As a senior executive, the onus is on you to settle such conflicts quickly and satisfactorily, so that the regular workflow of the organization is not hampered. Given below are some useful and effective tips for seamless conflict resolution:

I. Do not talk with anyone in a fit of anger – Talking to someone while in a simmering rage is never a good idea, as any business leadership training expert would agree. If you are feeling upset or angry about something, close your eyes, turn on some light music, and try to relax. Talk with the concerned person(s) only after the anger has somewhat subsided.

II. Be angry at a problem, not at a person – Sit down with your seniors/peers/team-members, and try to find out a viable solution to the problem on hand. Retain your analytical bent of mind, and do not vent your anger on the individual, whose error has led to the problem. If a collective solution is reached, the conflict will automatically disappear.

III. Never bring the conflict on a personal level – Make sure that the conflict remains between different opinions, and not between you and another person. Choose your words carefully while discussing the issue over with him/her, and avoid using any words that might hurt the sentiments of the other person. If you have undergone soft skill training, you will know the importance of trying to resolve conflicts in an objective manner.

IV. Be frank to admit mistakes – The thought processes of you and another person does not match – but that does not mean your ideas are necessarily the correct (or even better) ones. Listen patiently to what the other individual/group has to say. Analyze the conflicting theories – and if you find your theories to be faulty, don’t be shy in admitting the same. In fact, according to many eminent corporate training professionals – the frankness to own up mistakes is what defines a good leader.

V. Do not vehemently oppose to what someone is saying – Successful conflict resolution entails your being able to convince the other person about your thoughts, views and decisions. However, do not be too aggressive in your efforts to do so. Implement the lessons you had learnt during soft skill training, and hear him/her out. Mention that, while there is merit in what (s)he is saying, your thought process is just a tad better. Specify the reasons why you think so too.

VI. Choose a secluded spot for resolving conflict – Always talk over problematic issues with people in your cabin – or any other secluded spot at the office. Lengthy discussions at the concerned employee’s cubicle would distract the others too, and can lower the self-belief of the person you are talking with.

VII. Be witty and smile a bit – Masking your anger during a conflict-resolution session is one of the key facets of any communication training exercise. Make sure that the atmosphere remains nice and relaxed, so that both of you can present your thoughts with ease. Relate a couple of short humorous tales, if you feel that the discussion is getting too tense.

VIII. Do NOT raise your voice – Talking with a person who stubbornly refuses to hear anything you have to say can be really frustrating. Do not lose your equanimity in such cases, and never ever raise your voice. A verbal volley would probably ensue – and your relationship with the other person can get permanently strained.

Any proficient soft skill training expert would advise you to directly talk with the person with whom you have a conflict of opinions. Avoid using emails, phone calls, and other such virtual medium for settling disputes. Be suave and level-headed at all times – and handle conflicts in a way that would be best for the entire organization.

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