Conflict is an integral part of every workplace. From one employee to the next and between departments, conflicts must be managed quickly in order to prevent them from growing into larger issues.

As a manager, it is your duty to address these conflicts and avoid their disruption of workflow and productivity. AMA provides expert tips for handling conflict in the workplace.

1. Be a good listener

Listening well is one of the best ways to avoid conflict, because it allows you to fully comprehend another person and their viewpoint.

Active listening also enables you to avoid making comments that might come off as judgmental, making the other person feel at ease and more open about sharing their ideas. To practice active listening effectively, keep eye contact, avoid distractions, and wait until the person has finished talking before responding.

Be mindful of nonverbal cues such as body posture and facial expressions as these can give valuable clues as to the other person’s emotional response in the conversation.

2. Listen with empathy

When responding to workplace conflict, listening with empathy is of utmost importance. This involves understanding both perspectives and emotions from both parties involved as well as keeping your focus on the issue itself rather than who it comes from.

Empathetic listening requires vulnerability in remote work environments; yet its value lies in building stronger relationships.

Studies have demonstrated the power of active listening with empathy to enhance teamwork more efficiently and strengthen community ties. A good listener makes other individuals feel valued and understood, leading to stronger teamwork overall and helping resolve disagreements more quickly and productively.

3. Ask for feedback

Employees that can freely communicate their viewpoints on workplace-related matters can help minimize conflicts by discussing them openly with managers. One method for doing this would be encouraging employees to approach one for assistance if their concerns persist.

When responding to employee concerns, focus on behaviors and problem areas rather than personalities. And don’t hesitate to welcome dissent that focuses on goals and strategies. Finally, asking for feedback can help managers gain a better understanding of workplace conflict’s root cause as well as valuable insights for developing an effective conflict resolution strategy – perhaps through training on mediation techniques which encourage open communication while contributing to creating an optimal working environment.

4. Be honest

Honesty in the workplace can be hard. Employees may fear the repercussions of being too blunt with their boss or colleagues and opt for diplomatic language instead.

However, when employees do not feel free to express themselves freely and candidly, problems can develop quickly. Rumors or gossip could develop that could eventually have lasting repercussions for other workers in the company.

Disagreements are part of working together, so it’s crucial that managers foster an environment that promotes honesty in the workplace. By creating an atmosphere conducive to open communication, managers can help their teams manage conflict more successfully, leading to improved work products, stronger relationships and an inclusive workplace environment.

5. Be direct

Assuming the conflict does not pose a physical threat, it is vitally important that all parties involved communicate openly. Doing otherwise could have dire repercussions for both yourself and your team.

Direct conversation is key in identifying the source of conflict and finding more productive solutions. Use your preferred conflict management style (collaborating or compromising) to craft an agreement that benefits all parties involved.

Proactively managing workplace conflict has proven its worth across multiple dimensions: employee morale and company profits alike. By taking time to address conflicts early, we can create a healthy working environment for everyone involved.

6. Ask for a resolution

Finding solutions is crucial to keeping workplace tension at a manageable level and morale high. Encourage team members to collaborate on developing possible solutions together and be willing to compromise when necessary.

Attract details about each employee’s perspective of the situation and ask clarifying questions to bring out what may have been observed by employees. Use objective observations and questions instead of subjective ones which can provoke more defensive reactions from your workforce.

Conflict in the workplace often stems from unchecked resentment and anger that’s allowed to fester, yet when you have effective conflict resolution skills in place, these disputes can often be prevented or resolved quickly and more effectively – benefitting everyone involved in an organization as a whole.