Have you ever found yourself in proximity to two disputing colleagues at work? Whether you’re preparing for this age-old interview question, ramping up your leadership skills for a promotion, or simply self-reflecting on ways to minimize stress at work, getting to know your own conflict resolution style and generating mindfulness around your own reactivity can be immensely helpful. Based on real-life evidence or your best hypothesis, how would you resolve a conflict between two employees? Would you have the skills to intervene effectively, escalate quickly, or avoid altogether?
How Would You Resolve a Conflict Between Two Employees?
Building competency around conflict resolution can be immensely helpful in stressful work environments where productivity, collaboration, and customer service can be impacted by disputing employees. To get better acquainted with your resolution style, ask yourself: how do I handle conflict at work?
How would you resolve a conflict between two employees if you weren’t directly involved? Would you find yourself observing quietly from a distance without intervention? If this is your go-to approach, you may want to consider taking a different angle. While other people’s conflict is not your inherent responsibility, it may be useful to contribute to conflict resolution if conflict has the potential to create invasive and long-lasting negative impacts for your team. There are right and wrong ways to intervene in conflict, so conflict coaching may be the right next step to gaining proficiency and confidence in knowing what to do next.
If instead of getting involved or ignoring the conflict, you stand by in amusement and chat with others about the drama, you may be causing more harm than you think. Interpersonal disruptions at work don’t need to be fueled by rumors, judgment, or the spreading of private information. If you find yourself invested in the goings on but not enough to solve the problem or conflict, you may want to involve someone – a manager or HR – who can engage effectively rather than possibly stir the pot.
Take Charge of the Conflict
How would you resolve a conflict between two employees when you’re not involved in the issue at all? While there are many steps to resolve conflict at work effectively, and most of them require some degree of involvement, getting too involved can also be a problem. If you find yourself wanting to take control of the situation, directing others, managing behavior, and dictating how others should feel or interpret things, you may want to learn some new skills around conflict coaching in the workplace. Direction can be helpful in conflict scenarios but oftentimes it’s better for those involved to collaborate on a solution rather than heed directions from someone else.
There are many ways to deal with conflict in the workplace but if you find yourself overwhelmed with where to start, it may be time to call in the pros. Neutral and experienced professionals can give you the tools and insight needed for long-lasting positive change in your organization. Contact Pollack Peacebuilding Systems today for unique solutions for your team.