5 Ways to Handling Workplace Conflicts

Are you Conflict Exhausted? Are you looking for a productive way to move forward in conflict? CONFLICT in itself is not bad at all. It is how we handle this conflict that could use some strength training.

Here are 5 ways leaders can strengthen their conflict strategy skills.

1. See Conflict as an Opportunity

Change your mindset first. Conflict gives you an opportunity to come to a resolution in a healthy manner maintaining a relationship and, in some cases, enhancing the relationship. On the other hand, handling conflict in a strategy to win at all cost will damage relationships. Address conflict in a way the other party wants to be treated. Chose to respect and trust first.

2. Practice Active Listening

Handling workplace disagreements in the earliest stages also prevent them from spiraling out of control. However, this requires paying close attention. Is there an employee’s name frequently coming up in discussions with negative connotations? Is there one specific problem always dragged to the forefront in meetings? Entrepreneur recommends active listening without interruptions so that you always get the message employees are trying to send.

3. Look for Common Ground

Managers should always try to find the similarities that bind people together rather than play up the differences that drive them apart. For example, Sarah and Raj may have recommended completely different ways of improving customer retention, but they may have also both factored AI into their propositions. Use this as a starting point to move forward. Work to establish what good looks like for each involved. Find the common ground and work backward.

4. Focus on the Situation

Emotions are a natural part of conflicts. Unfortunately, they can play a damaging role in workplace conflicts. Emotions can distort the facts and cause people to say things they do not mean. By keeping conversations focused on the situation and forward to an outcome, people may feel more compelled to set personal differences aside and focus on the good of the collective unit.

5. Admit When You’re Wrong

Sometimes the manager is the person at fault. For example, you may have reprimanded someone in front of the team for not submitting work on time, but then realize you accidentally missed an email. Make a habit of admitting when you are wrong to set an example for other employees to follow. Egos eat relationships! During the conflict work to see where you made a mistake or could have misunderstood or was misunderstood. Admit gaining common ground.

The Bottom Line

Handling workplace conflicts is one of the many essential skills of a good manager. Etech leaders understand that healthy conflict helps us to grow and be innovative by pushing us to achieve our best self. Unhealthy conflict does not serve our teams or those we value. Our goal is to make a Remarkable difference in resolving conflict in a healthy way. To learn more about our leadership development skills and how we SERVE our customer, contact us today.

Melissa Wood

Melissa Wood

With over 20 years of leadership experience Melissa spearheads all learning and development business-building programs for Etech. A multi-national outsourcing organization with over 2,800 employees that provides world class services to Fortune 500 companies from its locations in the US, Jamaica and India. As an expert- advisor in talent related strategies she has the strategic role in aligning an integrated Leadership Development strategy with the company’s mission and objectives through collaboration with key stakeholders.

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