Conflict is inevitable in the workplace, and knowing how to handle it is important. Successful conflict resolution typically focuses on a mutual benefit, active listening, open communication and some negotiation, according to Harvard Business Review.
There are benefits to engaging in and resolving workplace conflict, including better work outcomes; opportunities to learn and grow; improved relationships; and higher job satisfaction. Harvard Business Review offers the following four steps to help you determine the best method for approaching a conflict.
- Try to see the situation from the other person’s point of view. We tend to focus on ourselves during disagreements, as well as what we may lose or gain. Instead, consider the other person’s point of view. What do they want? What is causing them to behave the way they are? Rather than assuming the worst, try to give a generous interpretation regarding the individual’s feelings and actions so you can have a productive discussion.
- Pinpoint what the conflict is truly about. People often believe workplace conflicts are personal when they are not. Review what you have said and done, who else has been involved, where the disagreement started and what it is related to. Consider the four types of conflict: task, which is a disagreement regarding what is trying to be achieved; process, which is misalignment regarding how to get the work done; status, which involves who has the authority to make decisions or who deserves credit; and relationship, where one or both people feel disrespected or hurt. If you understand what the conflict is about, it will be easier to resolve it.
- Determine your primary goal. What do you truly want from the situation? Identify what is most important. It helps if your goal overlaps with the other person’s because a common objective is a great place to start to resolve a conflict.
- Decide how to proceed. Going through the previous three steps often will solve the problem. You may see the other individual’s perspective and realize the situation is not such a big deal. Or, you may realize your goal is to keep things running smoothly so you decide to do nothing. But there are other options, such as choosing to let it go (if you are sure you will not stew about it) or addressing the conflict directly, which involves having a productive discussion about what is happening and how to resolve it. If you choose to address it directly, focus on actively listening, avoiding a “me against him/her” dynamic and regulating your emotions.
