Top Tips To Resolving Conflict in the Workplace

Conflict in the workplace is inevitable. Where there are people there will naturally be some conflict. Conflict is not always a bad thing. It’s how it is managed that’s the game changer.

The key is to be able to have difficult conversations. ACAS describe a difficult conversation where emotions and information have been to be managed with sensitivity. This can be about discussing unacceptable performance or conduct, refusing a request, dealing with a grievance or situation between two colleagues.

Our HR Consultant's top tips on managing conflict:

Cause  

Having a quiet word with colleagues or other employees to understand what the issue is can help resolve so many issues quickly without the need to escalating to a formal conflict resolution process.

Safe space

Create a workplace culture whereby individuals can speak to management about concerns without fearing repercussions for raising concerns.  

It’s worth remembering if an employee raises concerns that are linked to health and safety or bullying and discrimination at work, and they suffer repercussions, they could have a successful employment tribunal claim.

Remain impartial

Listen carefully and without judgement. It’s important to just listen and ask open questions until you have all of the information and evidence to be able to make a judgement.

Investigation

Carry out an HR investigation and collate information whether that is witness statements, CCTV or emails.

Outcomes

Identify what are satisfactory outcomes for those involved in the conflict. Don’t make promises but find common ground in outcomes and help the parties to get to the common ground.

Monitor

Have a review meeting to check in that things are on track and iron out any unresolved niggles. This could be weekly or fortnightly to start with.

Emotions and Reactions

Usually a manager is reluctant to tackle a challenging situation because they are unsure how someone will react; will their emotions get in the way of thinking rationally.  

Before having a challenging conversation, ensure you have the facts and make a plan of the conversation.  

Consider getting support from others, such as HR or other managers who may have experienced resolving conflict.

Ask your manager about getting some training to help with having difficult conversations at work.

If you are unable to resolve the conflict, it may be time to think about bringing in a trained mediator to help resolve the conflict.  It’s a voluntary process and it can only go ahead if both parties agree.  

The mediator will usually speak to the parties individually first before bringing them together. Their role is to facilitate the parties to come to a satisfactory outcome themselves by helping them to communicate and consider each other’s opinion. It can help to avoid lengthy grievance processes and even employment tribunals.

Contact our HR Consultancy

If you need help with any of the issues raised in this guide, our HR consultants are here to help.

At Lunar HR, we provide effective human resource management and advice to businesses and individuals across the UK. Get in touch, let’s have a confidential chat and we’ll help you get it sorted.