In order to have a very efficient business you have to ensure a perfect working environment.This can only be done if you have a manager who is good at resolving workplace conflict. He must be one of the most important members of the team. The resolving of workplace conflict is a very delicate job that requires tact, a good understanding of psychology, and very good people skills. As well, the manager has to know when to keep his distance and when to be friendlier with the employees. He must not get to close to them because he might lose their respect, which is the one thing that can ensure him doing a good job. There are certain rules that a manager has to follow in order to ensure the resolving of workplace conflicts, but most of the time, the instinct and tact of a manager will be the deciding factor in this aspect. So, here are some basic steps that need to be taken in order to resolve workplace conflicts:

•           The first step that you should take is to call a meeting between the people who have the conflict and try to define the situation as factually as possible. It won’t be an easy task to define factually the problem so try to boil it down, and keep things as simple as you can. Also, it is very important to avoid making judgements calls on your part. Leave any emotions out of it. Naming the problem should go something like this: “Difference of opinion between Sarah and Michael”. A mistake that most managers make at this point is to not consider the problem as worthy of consideration. Even if it sounds stupid you must be able to help the people involved work it out, in order to ensure a good working environment for everybody. 

•           The second step is to confront the possible negative issues in the relationship. Let the people involved in the conflict make a list of the problems they have with each other. It may turn out that it isn’t a real problem but just a perception, so you shouldn’t encourage people to defend or judge actions at this point. A very important thing that you should emphasize all the time is the fact that you are talking about “possible negatives”

•           Help the people involved in the conflict find out the positive aspects of their relationship. Let them talk and find out what each other is looking for in the relationship. People generally tend to treat perception as reality, so try to get the facts straight. Make them see what works between them and what doesn’t. At this stage you can introduce the possibility of a solution, but don’t ask for any sort of commitment yet.

•           The next step is to try to get commitments from them. Create positive aspirations that could motivate them into having a better relationship. Ask them what would be an ideal relationship between them and what would it take for them to commit to a solution that could insure their aspirations.

•           After you agree on a solution it’s time for a plan that can ensure the realization of the aspirations. You need to make a list of all the combined objectives, plans and actions that need to be taken into consideration.

•           After you have agreed on a plan and a course of action it is very important to set it up properly. This way you can ensure a long lasting solution for resolving workplace conflicts. This shouldn’t be very hard, a very simple step would be to set up regular meeting between all the parties involved.

•           Now it’s time to make sure that the people involved understand the cost of not following the solution agreed upon. You have to be very clear that if anyone fails to respect the plan that has been put in place they will suffer the consequences. This is a key step in resolving workplace conflicts.

•           The final step is to decide what are the methods to apply for checking up on the strategy‘s progress. And last but not least is to summarize the whole discussion. Let everybody be clear on the terms that have been established.

These steps should give you what it takes to be a very efficient manager in resolving workplace conflict. This skill has become one that is pivotal for a manager, in the way business is being run nowadays. As I said before these are just guidelines, a great manager should rely as well on his or her instincts. Any solution has to take into consideration the context of that specific workplace; so a general set of rules can’t have an answer for any situation. This is why a talented and well trained manager is so important in order to create a good working environment.

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