Resolving disputes at the workplace is essential to making the workplace a healthier and happier palace that promotes business results, customer satisfaction, and employee satisfaction. Therefore, people in a leadership position should take charge to resolve negative disputes or conflicts that arises at the workplace instead of ignoring the situation. When necessary, reach out for help from a professional that can help you with the situation that understands conflicts within a business.
Dispute resolution is one of the most valuable skills in today’s professional world. Disputes within teams, between employers and employees, and between co-workers is quite common due to the many stresses we are under and often legitimate differences in perspectives. When a dispute arises, and it is left unresolved this will create tension and make your environment an uncomfortable workplace. Therefore, management and top officials should learn to handle conflicts effectively in a productive and healthy way.
If you are in a leadership position, then knowing how to handle disputes tactfully will be in the best interest of you and your team. So, learning strategies for dispute resolution is an essential aspect of any leader.
Dispute resolution however is a skill that needs years of practice and experience. But there are some common and effective strategies that help in resolving or easing the conflict. Here are some best practices regarding dispute resolution:
Do Not Ignore Unhealthy Conflict in the Workplace.
If you are someone who ignores conflicts or dislikes dealing with them, you may hope that it will resolve on its own. While sometimes this can happen, most of the time, it worsens the situation. Ignored conflicts often aggravate over time and reappear at inconvenient moments. Except in rare circumstances, it is better to address the conflicts when they occur, to avoid any future hassles.
Clarification is a Must
If there is a conflict between two members of your team, it is important for you to gather all the facts. Talk individually with the members and find out the facts, the issues, the emotion behind the issues and the interests of the parties. What are their individual perspectives? What needs are not being met? Be an impartial fact finder and mediator. Empathize, summarize, and paraphrase to show understanding and build trust. Let them know that they can feel comfortable sharing anything with you.
Bring Both Parties Together for Discussion
Once you have spoken with both parties separately, it is time to bring them together in a meeting so that they can sort out their differences in a neutral setting. The goal of such a discussion is to understand the problem, the role each individual plays in the conflict, and to have the parties explore possible solutions.
Identifying the Solution
After the discussion between both parties, it is time to identify the best and mutually beneficial dispute resolution. Usually, after a discussion, both parties understand each other’s perspectives and produce a solution that has as a minimum something that both parties can live with and optimally something that is beneficial for everyone concerned. However, if the situation needs further resolution, you should step in and help them negotiate a reasonable and mutually beneficial solution. If you find it difficult then you can also hire a professional mediator for carrying out the dispute resolution seamlessly.
These are some of the best strategies to deal with disputes at the workplace without any legal intervention. When conflicts are resolved effectively, it creates a happy and healthy work ambiance allowing everyone to work with a positive state of mind, resulting in a much better work environment and increased overall productivity.
Author Information:
This article is written by Michael Gregory Consulting LLC. Michael Gregory is a reputable and internationally acclaimed mediator specializing in dispute resolution. To know more visit https://mikegreg.com/mediation-and-conflict-resolution