No doubt most of us have experienced difficult situations between staff members in a workplace. Usually these situations can be resolved amicably between the parties. However, sometimes the matter needs to be escalated to a senior staff member, or in some circumstances outside experts like us can be brought in.
Conflict between members of an organisation can be a challenging situation to manage. It can impact team morale, productivity, and ultimately the success of the organisation. Therefore, it is important to address conflicts between members of your organisation in a timely and constructive manner.
Here are some steps that a senior staff member can take to resolve conflicts between members of your organisation:
Acknowledge the Conflict
The first step in resolving a conflict is to acknowledge it. As a leader, you need to recognise that there is a conflict between members of your organisation. It is important to address the conflict as soon as possible to prevent it from escalating.
Gather Information
Once you have acknowledged the conflict, it is important to gather information about the situation. Speak with each party involved in the conflict to gain a better understanding of their perspectives. It is important to listen actively and without judgment. Ask open-ended questions to encourage each party to share their thoughts and feelings.
Identify the Root Cause
Once you have gathered information, try to identify the root cause of the conflict. Often, conflicts arise due to miscommunication, misunderstandings, or differences in values or priorities. By identifying the root cause of the conflict, you can develop an effective plan to resolve it.
Develop a Plan
Once you have identified the root cause of the conflict, it is time to develop a plan to resolve it. Depending on the situation, you may need to mediate a conversation between the parties involved or assign a neutral third party to mediate. The goal of the plan is to find a solution that works for all parties involved.
Implement the Plan
Once you have developed a plan, it is time to implement it. This may involve bringing the parties involved together to discuss the conflict and work towards a solution. It is important to ensure that all parties feel heard and that the solution is fair and reasonable.
Follow-up
Once the conflict has been resolved, it is important to follow-up with all parties involved to ensure that the solution is working. This will help to prevent the conflict from reoccurring in the future. It is also important to reflect on the situation and identify any areas for improvement in your organisation’s communication or conflict resolution processes.
Conflict between members of an organisation can be challenging, but it is important to address it in a constructive and timely manner. By acknowledging the conflict, gathering information, identifying the root cause, developing a plan, implementing the plan, and following-up, you can effectively resolve conflicts between members of your organisation and promote a healthy and productive work environment.
