How To Resolve Conflict Between Two Employees At Work

Have you ever dealt with conflict between two employees at work and didn’t know what to do? If so, this blog post is for you. We’re going to explore why conflict happens in the first place and outline six steps you can use to navigate these situations effectively. Let’s get started. 

Common Reasons Why Conflict Arises in the Workplace

Understanding why conflict occurs is the first step. Usually, conflict happens when someone feels like something’s being taken away, when someone is feeling jealous, angry, or fearful, or when someone’s basic human needs are not being met. These needs include certainty, significance, variety, and love and connection. Most conflict among employees stems from a positive intent, meaning they want something, they’re trying to keep something, they’re trying to preserve something, or they’re trying to fulfill a need. When you have this perspective, you can avoid demonizing the people involved and understand that conflict is a normal part of the human experience. Conflict can arise when someone doesn’t feel heard, doesn’t have their needs met, fears loss, or can’t connect with their colleagues. All of these issues have solutions.

Six Steps to Resolve Conflict

Step 1: Recognize the Cause

Know why conflict happens. This understanding is crucial in addressing the root of the issue.

Step 2: Create an Open Door Policy

An open door policy ensures that employees know they can come to you with any issue and that you’ll provide a safe, confidential environment. Make it clear that while some situations, like harassment or discrimination, must be reported, their feelings and experiences will be kept confidential. Listen genuinely and show that you care about their outcomes.

Step 3: Address Serious Issues Promptly

If the conflict involves harassment, discrimination, or abuse, immediately contact your HR and legal departments for guidance. Assure the employee that they are in a safe place and that the situation will be handled appropriately.

Step 4: Determine the Severity of the Situation

Understand how serious the conflict is by listening carefully and observing body language. Ask the person involved to share their experience and feelings.

Step 5: Encourage Direct Communication

If appropriate, encourage the employees to resolve the issue directly with each other. Coach them on how to have a constructive conversation. If they’re comfortable, allow them to try resolving it on their own and check back with you if they need further assistance.

Step 6: Mediate if Necessary

If direct communication isn’t possible or successful, offer to mediate a conversation between the parties. Your role is to facilitate a constructive dialogue and help them reconnect. If the conflict cannot be resolved, you might need to assess whether the employees can be separated or reassigned to different teams.

Additional Steps

Encourage Team Building

Encourage employees to spend time together and get to know each other better. This can help repair relationships and foster a collaborative environment. Personal player cards, where employees write down how they want to be communicated with, can also be helpful.

Documentation

Document the conflict and the steps taken to resolve it. This ensures that your actions can be audited and provides a record for legal purposes.

Align with Company Values

Always anchor your conflict resolution process to the company’s core values, employee handbook, and local rules and customs. This ensures consistency and fairness.

The Key to Conflict Resolution

Listening to all parties involved is crucial. By listening, involving the right people, and seeking second opinions, you can find effective solutions that address the needs of the employees, the team, and the company.

Conflict is a natural part of any team dynamic, but with the right approach, you can resolve it constructively. Remember to stay calm, involve HR and legal when necessary, and seek solutions that benefit everyone.

We hope this blog post empowers you as a leader to handle conflicts effectively. For more detailed steps and resources, check out our linked blog post that provides a comprehensive guide on navigating difficult workplace situations safely and successfully.

On we go!