Nearly every area of life sometimes requires implementing effective conflict resolution strategies. Conflict is a struggle that can arise during an active disagreement of opinions or interests. In the workplace, there are many instances in which conflict can happen between coworkers, and when it does, it is important to resolve the situation before it escalates. In this article, we discuss five different types of conflict resolution and how to use conflict resolution in the workplace.
What is conflict resolution?
Conflict resolution is a way for opposing parties to find a peaceful solution to their disagreement that leaves all parties reasonably satisfied.
Conflict resolution can be done formally or informally in workplaces and is known to facilitate the following:
Build strong relationships
Effective conflict resolution skills can serve to reduce any discontent that could damage working relationships, facilitate better collaboration between coworkers and, as a result, construct strong working relationships between employees.
Maintain morale
Resolving conflicts effectively can prevent tension between disagreeing employees from spreading to other employees not involved in the original conflict. A quick, amicable resolution can help maintain peace and morale in the workplace and prevent disruptions in productivity.
What are the 5 conflict resolution strategies?
There are five common methods to resolve conflicts in the workplace:
. Accomodating
. Avoiding
. Compromising
. Collaborating
. Competing
1. Accommodating
This method of conflict resolution, also known as smoothing, involves one party acquiescing, giving the opposing party exactly what it needs to resolve the problem.
In some cases, accommodating can be an appropriate resolution to conflict. For example, if your opinion on the matter is not very strong, it is often easier to comply. This method allows you the chance to resolve a problem in the short term while working toward a long-term solution.
2. Avoiding
This method involves simply ignoring the fact that there may be a conflict. People tend to avoid conflict when they do not wish to engage in it. Avoiding allows them to ignore that there is a problem.
There are situations in which avoiding conflict can be an appropriate response, such as when there is no clear solution or a frustrated party needs time to calm down before confrontation. However, avoidance can require more effort than merely facing the problem and can cause friction between the disagreeing parties.
3. Compromising
Also known as reconciling, compromising seeks a mutual agreement to settle a dispute. Both parties willingly forfeit some of their conditions in the interest of reaching an agreement. This can be a quick way to resolve a conflict without it becoming a bigger issue. Compromise can also be used as a temporary method to avoid conflict until the parties involved can implement a more permanent solution.
It is appropriate to compromise when it would not be possible to make both sides completely happy while still moving forward.
4. Collaborating
Like the compromising method, collaboration involves working with the other party to find a mutually agreeable solution to a problem. For example, a salesperson and client may work together to negotiate contract terms until both parties find it agreeable.
5. Competing
Competing is an uncooperative, overly assertive method used by people who insist on winning the dispute at all costs. This method is not often identified as bringing satisfactory resolutions, as it doesn’t allow for collaborative problem-solving.
How to use conflict resolution in the workplace
To avoid or resolve conflicts that have the potential to negatively influence the organization’s productivity, follow these steps to find the best solution possible:
1. Separate the person from the problem
Remain focused on the issue at hand, avoiding personal emotions during this discussion. Talk through the problem professionally without attaching a particular person or group to it.
2. Meet on neutral ground
Clarifying a problem or discussing a resolution should be carried out in a safe, neutral environment to facilitate a positive outcome. If possible, have an objective party act as a mediator to ensure a professional and respectful interaction and helping to separate facts from feelings in the discussion.
3. Brainstorm to create a list of possible solutions
Collectively explore all possible ideas for a mutually favorable outcome. All parties should be given ample opportunity to share their thoughts.
4. Agree on a solution
After visiting each possible option, determine which one will be the most favorable to everyone involved. Each party should provide an acknowledgment that the proposed solution is the best one possible.
