Conflict resolution is the process of addressing and resolving disputes in a constructive manner. The best conflict resolution strategy applicable across all industries involves a combination of collaborating, compromising, and accommodating. Effective approaches for resolving conflicts include techniques like identifying the source of the conflict, practicing active listening, and using empathy. Maintaining neutrality and objectivity during the resolution process is especially in workplace, business, and industry conflicts. Understanding the causes of conflict and implementing strategies to reduce them lead to a more harmonious and productive environment.
Types of conflict include interpersonal conflicts, task conflicts, and process conflicts. Each type requires a tailored approach to resolution. For instance, interpersonal conflicts often benefit from techniques like mediation and facilitation, where a neutral third party helps the conflicting parties reach a mutual agreement. On the other hand, task conflicts are resolved through collaborative problem-solving and brainstorming sessions to find the best solutions.
Training plays a significant role in improving conflict resolution skills for both managers and employees, enhancing how we treat each other during the resolution process.
Training programs mostly cover essential skills such as communication, negotiation, and emotional intelligence. By improving these skills, organizations foster a culture of respect and understanding, which is crucial in the conflict resolution process. Here is a list of 23 Conflict Resolution and Management Strategies for Managers.
- Collaborating
- Compromising
- Accommodating
- Competing
- Avoiding
- Identify the Source of the Conflict
- Practice Active Listening
- Use Empathy
- Facilitate Productive Conversations
- Adopt a Positive Perspective on Conflict
- Serve as a Mediator
- Take Accountability
- Be Transparent and Open
- Manage Your Emotions
- Frame Discussions with Objectivity
- Use Emotional Intelligence
- Evaluate Progress
- Recognize When Tough Decisions Are Needed
- Raise the Issue Early
- Acknowledge Criticism
- Prove That You Understand Their Side
- Acknowledge That You Are Part of the Problem
- Try Again if the Conversation Doesn’t Go Well
1. Collaborating
Collaborating is a cooperative approach to resolving conflict where both parties work together to achieve a mutually beneficial outcome. De Dreu & Weingart (2003) found that collaboration boosts group performance and satisfaction by integrating diverse perspectives. Effective collaboration requires clear communication, brainstorming, and openness to compromise. For example, when sales and product development teams disagree on features, collaboration helps balance customer needs with feasibility. Collaborating fosters trust and long-term relationships but is difficult if parties resist sharing power or making concessions.
When collaboration fails, competing approaches often dominate, leading to the next strategy, Compromising which focuses on balance in conflict resolution.
2. Compromising
Compromising is a middle-ground approach where each party gives up something to reach an agreement quickly. According to a study by Thomas & Kilmann (1974), compromising is effective in resolving workplace disputes, as compromising prevents lingering tension. To apply to compromise, both parties will clearly define what they are willing to forgo and identify shared interests.
For example, two department heads compromise on budget allocation, splitting the available funds to avoid project delays. The positive outcome of compromising is a swift resolution of disagreement, although some needs will remain unmet. Compromising is useful when reducing conflict is more important than meeting every need fully, though compromising leave some dissatisfied. When compromising fails, compromising leads to avoidance, where issues remain unresolved. Compromising transitions to our next strategy.
3. Accommodating
Accommodating is prioritizing the other party’s needs to reduce conflict, which promotes harmony. To implement accommodating effectively, assess when necessary to let others have their own way to maintain peace. In a workplace context, accommodating helps when an employee has an urgent need, like covering a shift or workload during personal emergencies.
However, over-reliance on accommodating lead to feelings of being undervalued, creating long-term dissatisfaction. On the other hand, competing is where individuals refuse to compromise and pursue only their interests, which is the total opposite of accommodating. Moving forward, competing introduces a more assertive stance on disagreements.
4. Competing
Competing is pursuing one’s interests assertively, often at the expense of others. Competing is effective in high-stakes situations where rapid decisions are needed and leadership is essential.
In a workplace context, competing is useful when a manager needs to meet tight deadlines and must assert authority to push projects forward. Although competing handles disagreements quickly, overuse alienates team members and damages relationships. The potential downside is that competing prioritizes winning over collaboration, which is the opposite of “Avoiding” —a technique used to sidestep conflicts altogether.
5. Avoiding
Avoiding is when individuals choose not to engage in conflict. While avoidance reduces immediate stress, research by Ayoko et al. (2003) shows that unresolved conflict leads to a lot of employees experiencing long-term tension. Implementing avoidance effectively requires recognizing when a conversation is too heated to continue and postponing the conversation to a later, calmer time.
For instance, avoiding conflict during a heated boardroom meeting allows tempers to cool, preventing further escalation. However, the downside of avoiding is that unresolved conflicts fester and grow over time. The antonym of avoiding is engaging directly, as seen in “Identifying the Source of Conflict”.
6. Identify the Source of the Conflict
Identifying the root cause of conflict is crucial, Research by Wilmot & Hocker, 2010 indicates that conflicts are misidentified initially. Without uncovering the underlying problem, efforts at resolution will be ineffective. Identifying the source involves asking deep questions and understanding the factors driving disagreement.
In the workplace, two employees argue over work processes, but the real issue is differing communication styles or expectations. By uncovering the root cause, appropriate solutions are proposed. Misidentifying issues lead to incomplete resolutions, causing further problems down the line. Once the source is clear, the next step is to “Practice Active Listening”, ensuring everyone feels heard.
7. Practice Active Listening
Active listening is critical in reducing conflict, Research by Rogers & Farson, 1987 shows that workplace disputes are eased through proper listening techniques. Active listening involves reflecting on what the other party says, paraphrasing, and asking clarifying questions to ensure mutual understanding.
In a workplace scenario, active listening during team meetings or performance reviews helps employees feel valued and heard. Active listening builds trust and prevents small disagreements from escalating into larger conflicts. On the contrary, poor listening leads to misunderstandings, which brings us to “Using Empathy”.
8. Use Empathy
Empathy is understanding and sharing the feelings of others. Empathy helps build trust and rapport. The research conducted by Harvard Business School in 2023 shows that empathetic leaders reduce workplace conflict. To implement empathy, actively listen to colleagues, validate their feelings, and show genuine concern.
For example, a team member is frustrated, acknowledge their emotions and ask how to support them. Using empathy leads to a more harmonious workplace, though using empathy is challenging for those who struggle with emotional intelligence. Empathy connects seamlessly to facilitating productive conversations.
9. Facilitate Productive Conversations
Facilitating productive conversations is guiding discussions to be constructive and solution-focused. Facilitating productive conversations ensures that conflicts are addressed efficiently and reduces workplace tension. The research conducted by Positive Psychology in 2024 supports this. Specific actions include setting clear agendas, encouraging open dialogue, and summarizing key points.
For instance, during a team meeting, ensure everyone has a chance to speak and that discussions remain on topic. Effective facilitation leads to quicker conflict resolution, though effective facilitation requires strong communication skills. Effective facilitation naturally leads to adopting a positive perspective on conflict.
10. Adopt a Positive Perspective on Conflict
Adopting a positive perspective on conflict is viewing disagreements as opportunities for growth and improvement. Adopting a positive perspective on conflict enhances problem-solving skills and innovation. The research conducted by Business News Daily in 2023 agrees. To adopt a positive perspective, reframe conflicts as challenges to overcome together and focus on potential benefits.
For example, a disagreement over project direction leads to a more refined strategy. Adopting a positive perspective on conflict fosters a collaborative environment, though adopting a positive perspective on conflict is difficult for those who see conflict negatively. Adopting a positive perspective on conflict links to serving as a mediator.
11. Serve as a Mediator
Serving as a mediator is acting as a neutral party to help resolve conflicts. Serving as a mediator reduces workplace disputes. The research conducted by Western Governors University in 2022 supports this finding. To mediate effectively, remain impartial, listen to all sides, and facilitate a fair resolution.
For instance, two colleagues are in conflict, help them find common ground and agree on a solution. Mediation leads to lasting resolutions, though serving as a mediator requires patience and neutrality. Serving as a mediator connects to taking accountability.
12. Take Accountability
Taking accountability is owning up to your actions and their impact on others. Taking accountability builds trust and respect, reducing conflicts. The research conducted by Indeed in 2023 highlights this. To take accountability, admit mistakes, apologize sincerely, and make amends.
For example, a manager misses a deadline, acknowledges it, and proposes a plan to catch up. Accountability strengthens relationships, though accountability is challenging for those who fear admitting faults. Accountability leads to being transparent and open.
13. Be Transparent and Open
Being transparent and open is sharing information honestly and clearly. Being transparent and open fosters trust and reduces misunderstandings. The research conducted by Harvard Professional & Executive Education in 2022 supports this. To be transparent, communicate openly about decisions, changes, and expectations.
For instance, keep your team informed about project updates and challenges. Transparency enhances team cohesion, though transparency requires a culture of openness. Being transparent and open connects to managing your emotions.
14. Manage Your Emotions
Managing your emotions is staying calm and composed during conflicts. Managing your emotions prevents escalation and promotes rational discussions, reducing conflicts. To manage emotions, practice mindfulness, take deep breaths, and pause before reacting.
For example, a manager feels anger rising during a disagreement, take a moment to collect your thoughts. Emotional management leads to more effective conflict resolution, though emotional management is difficult for those with high emotional reactivity. Managing your emotions links to framing discussions with objectivity.
15. Frame Discussions with Objectivity
Framing discussions with objectivity is focusing on facts and evidence rather than emotions. Framing discussions with objectivity ensures fair and unbiased conflict resolution, reducing workplace disputes. To frame discussions objectively, use data and avoid personal attacks.
For example, address performance issues with specific examples rather than general criticisms. Objectivity leads to more productive conversations, though objectivity requires a commitment to fairness. Objectivity connects to using emotional intelligence.
16. Use Emotional Intelligence
Using emotional intelligence is recognizing and managing your emotions and those of others. Using emotional intelligence enhances communication and reduces conflicts. The research conducted by Positive Psychology in 2024 supports this. To use emotional intelligence, develop self-awareness, empathy, and social skills.
For instance, a colleague is upset, acknowledge their feelings and offer support. Emotional intelligence leads to better teamwork, though emotional intelligence requires continuous self-improvement. Emotional intelligence links to evaluating progress.
17. Evaluate Progress
Evaluating progress is regularly assessing the effectiveness of conflict resolution strategies. Evaluating progress ensures continuous improvement and reduces recurring conflicts. The research conducted by Business News Daily in 2023 highlights this. To evaluate progress, set measurable goals, gather feedback, and review outcomes.
For example, after resolving a conflict, check in with the involved parties to ensure the resolution is held. Evaluation leads to more effective strategies, though evaluation requires consistent effort. Evaluation connects to recognizing when tough decisions are needed.
18. Recognize When Tough Decisions Are Needed
Recognizing when tough decisions are needed is knowing when to take decisive action to resolve conflicts. Recognizing when tough decisions are needed prevents prolonged disputes and reduces workplace tension. The research conducted by Western Governors University in 2022 supports recognizing when tough decisions are needed. To recognize tough decisions, assess the situation objectively and consider long-term impacts.
For example, a team member’s behavior is consistently disruptive, take disciplinary action. Tough decisions lead to a healthier work environment, though tough decisions are difficult to implement. Recognizing when tough decisions are needed links to raising the issue early.
19. Raise the Issue Early
Raising the issue early is addressing conflicts as soon as conflicts arise. Raising the issue early is crucial as raising the issue early prevents escalation and reduces conflicts. The research conducted by Harvard Business School in 2023 agrees. To raise issues early, encourage open communication, and address concerns promptly.
For example, managers notice tension between colleagues and initiate a conversation to resolve issues. Early intervention leads to quicker resolutions, though early intervention requires vigilance. Raising the issue early connects to acknowledging criticism.
20. Acknowledge Criticism
Acknowledging criticism is accepting and addressing feedback constructively. Acknowledging criticism is important as criticism fosters growth and reduces defensiveness. The research conducted by Indeed in 2023 agrees. To acknowledge criticism, listen actively, thank the critic, and take corrective action.
For example, a colleague points out a mistake, acknowledges the mistake, and works on improvement. Constructive criticism leads to personal and professional development, though constructive criticism is challenging for those who struggle with feedback. Constructive criticism links to proving that you understand their side.
21. Prove That You Understand Their Side
Proving that you understand their side is demonstrating empathy and active listening. Proving that you understand their side is crucial as it builds trust and reduces conflicts. The research conducted by Positive Psychology in 2024 supports this. To prove understanding, paraphrase their concerns and validate their feelings.
For example, a team member feels undervalued, acknowledge the team member’s contributions and discuss ways to improve recognition. Understanding leads to stronger relationships, though understanding requires genuine effort. Understanding connects to acknowledging that you are part of the problem.
22. Acknowledge That You Are Part of the Problem
Acknowledging that you are part of the problem is recognizing your role in conflicts, which fosters accountability and reduces defensiveness (Business News Daily in 2023). To acknowledge that you are part of the problem, reflect on your actions and their impact.
For example, the management style causes team stress, work to improve the management style. Self-awareness drives growth, though self-awareness is challenging for those struggling with self-reflection. Self-awareness connects to trying again if the conversation doesn’t go well.
23. Try Again if the Conversation Doesn’t Go Well
Trying again if the conversation doesn’t go well is being persistent in resolving conflicts, which ensure issues are fully addressed, reducing unresolved tension. Western Governors University research (2022) supports trying again if the conversation doesn’t go well. Reflect on what went wrong, adjust your approach, and initiate another conversation.
If a discussion ends in frustration, take a break and revisit the discussion with a new strategy. Persistence, though requiring resilience, leads to successful resolutions.
Which conflict resolution techniques are best suited for workplace conflicts?
The conflict resolution techniques that are best suited for workplace conflicts are collaborative problem-solving and mediation. Collaborative problem-solving is especially effective, involving open communication and mutual understanding to achieve mutually beneficial solutions. Collaborative problem-solving success depends on factors like the conflict’s nature and participants’ willingness to cooperate. For instance, when team members disagree on project direction, collaborative problem-solving, and mediation approaches foster innovation by merging diverse ideas into a cohesive plan.
What role do People Managers play in resolving workplace conflicts?
The roles people managers play in resolving workplace conflicts are to identify the root causes of conflict, facilitate open communication, and ensure that all parties feel respected. Human resources support the roles of people managers by enforcing conflict management policies, offering training, acting as neutral third parties, documenting conflicts, and promoting positivity. Effective conflict management fosters collaboration and productivity, aligning with roles outlined in “Effective Human Resources’ Role in People Management”, recruitment and hiring, training and development, performance management, and initiatives like Diversity, Equity, Inclusion, and Belonging (DEIB) and employee satisfaction surveys.
How can managers develop effective conflict resolution skills?
Managers can develop effective conflict-resolution skills through targeted training in communication, emotional intelligence, and problem-solving. Role-playing scenarios and workshops offer practical practice in controlled settings. Research from the Harvard Business Review shows that trained managers foster collaboration, boosting team productivity and morale. Peer and mentor feedback further refine skills, providing real-world insights. Investing in such training creates more harmonious and productive workplaces.
Is workplace conflict resolution training beneficial for all employees?
Yes, workplace conflict resolution training is beneficial for all employees. Conflict resolution training enhances collaboration, ensuring conflicts are addressed constructively and promptly.
A 2023 American Psychological Association study found organizations with such training experienced increased productivity and improved morale. Training also boosts job satisfaction, creating a supportive atmosphere where employees feel valued. Moreover, training promotes innovation by leveraging diverse perspectives and encouraging constructive debates.
How do you handle conflict among team members as manager?
To handle conflict among team members as a manager by addressing issues promptly and fairly. Staying calm and objective helps de-escalate tensions and fosters constructive resolution. 1:1 meetings provide a private space for candid discussions, enabling team members to voice concerns and work toward mutual understanding. 1:1 meetings resolve issues while strengthening team cohesion and trust.
Is conflict management equal to conflict resolution?
No, conflict management is not the same as conflict resolution. Clarissa Silva, a behavioral scientist, and other experts in 2023 highlighted that conflict management is an ongoing process for handling persistent issues, aiming to minimize negative impact and maintain functional relationships. In contrast, conflict resolution seeks a final solution to solvable conflicts, addressing root causes and providing closure. Incorporating “Strategies in 1:1 Meetings for People Management”, like active listening, personalized feedback, and aligning goals, as emphasized by Julie Zhuo in “The Making of a Manager”, enhances both conflict management and resolution by fostering open communication and mutual understanding.
Is it necessary to involve a mediator in all workplace conflicts?
Yes, it is necessary to involve a mediator in all workplace conflicts as involving a mediator provides an impartial perspective to resolve disputes.
A study in the Journal of Conflict Resolution found that mediation reduces recurring disputes by improving communication and understanding. Research in the Harvard Negotiation Law Review highlighted that mediated agreements are more durable because mediated agreements are mutually crafted. Mediation has a role in creating a harmonious, productive work environment.
How do you treat others when there is conflict?
Some ways to treat others when there is conflict are to approach conflicts with empathy, active listening, and respect. Empathy helps you understand their perspective, de-escalating tension. Active listening fosters mutual understanding by acknowledging feelings and responding thoughtfully. Respect maintains constructive dialogue and prevents escalation. Active listening, empathy, and respect approaches lead to more effective conflict resolution and stronger relationships by promoting open communication and trust.
How do different conflict resolution techniques compare in effectiveness?
Different conflict resolution techniques compare in effectiveness based on the conflict’s context. Factors like conflict nature, party relationships, and desired outcomes influence the choice. Collaboration and compromise excel when maintaining relationships is key, as collaboration and compromise seek mutually beneficial solutions. Competing suits situations requiring quick, decisive action, despite potential relationship strain. Avoiding works for trivial conflicts or when more information is needed. The context determines which technique delivers the best results.
What are business conflicts and how to get a resolution?
Business conflicts are disputes arising from differences in opinions, goals, values, or interests within a business environment. Business conflicts often stem from misunderstandings, communication breakdowns, or clashing priorities.
Effective resolution strategies include open communication, mediation, and negotiation to address issues amicably. Fostering a culture of mutual respect and understanding helps organizations turn conflicts into opportunities for growth and improvement, maintaining productivity and harmony.
Is it important to address conflicts immediately in professional settings?
Yes, it is important to address conflicts immediately in professional settings for a healthy, productive workplace. Prompt resolution prevents escalation, reduces stress, and fosters open communication and trust. Prompt resolution minimizes workflow disruptions and allows teams to focus without lingering tensions.
Timely conflict resolution encourages collaborative problem-solving and diverse perspectives, leading to innovative solutions. American Management Association reports show that companies handling conflicts promptly see improved team performance. Additionally, Harvard Business Review research indicates that teams with effective conflict resolution strategies achieve goals and maintain high employee satisfaction.
What are the causes of conflict in workplaces?
The causes of conflict in workplaces are poor communication, personality differences, resistance to change, and employee termination, all of which affect productivity and morale. Poor communication, such as unclear information, causes confusion and disagreements.
Aaron Hall’s study “Termination Policies: Legal Considerations for HR” found ineffective communication leads to project failure 1/3 of the time. Personality differences and value clashes create tension, with a Journal of Organizational Behavior study showing these stem from different work styles.
Resistance to change, especially when employees feel threatened by new processes or technologies, leads to conflict. McKinsey & Company reports that 70% of change programs fail due to resistance and lack of support.
Terminating an employee causes conflict if mishandled. “Ways to Manage the Termination Process with People Management Skills” emphasizes thorough preparation, clear, compassionate communication, and supporting transition. Effective communication, an inclusive culture, and careful change management reduce workplace conflict.
What are ways of reducing conflict in workplaces?
Some ways of reducing conflicts in workplaces are:
1. Improving communication: Clear, open communication prevents misunderstandings. Regular team meetings and transparent channels help address concerns before escalation.
2. Promoting respect and inclusion: When employees feel valued there are fewer conflicts. Diversity and inclusion training and encouraging respectful behavior foster this environment.
3. Conflict resolution training: Training in active listening, empathy, and negotiation equips managers and employees to handle conflicts early, preventing conflict from escalating.