Today we have a guest post from Nadia Jones who blogs at online college about education, college, student, teacher, money saving and movie related topics.
I believe her very sensible advice will be useful to all leaders and managers.
As a leader, not only will you have to make sure that everyone stays on task and that all business matters are taken care of, but if there is conflict between two subordinates, know that one (or both) people are going to come to you asking for help to resolve the issue. If/when this occurs, you need to know how to approach and deal with this delicate matter the correct way. Below are a few tips that can help you get the ball rolling.
1. First, Meet with Each Party Individually
It’s important that you hear each side of the story before coming to any conclusions. Get all the facts. You want to know what/who caused the problem. Ask each employee if they have any documented evidence or dates of when the incident(s) occurred. Take the time to piece the story together while also taking note of how each story differs from the other. While speaking with each individual, you want to make sure that you maintain a cordial and objective tone. You don’t want someone thinking that you favor one story over the other but you don’t want them thinking you’re against them either. Do your best to keep your tone neutral. The key here is to listen.
2. Meet with both parties together
After you have a better grasp of what’s going on and you’ve drawn your own conclusions about what the root of the problem really is (and come up with a possible solution), it’s time to meet with both parties at the same time. While still trying to maintain a cordial and unbiased/objective tone, reiterate to them what you think the real issue is according to your own understanding. Ask them if it’s correct. At this time give your employees a chance to state their version briefly if they feel the need to change some details. Listen to what each person has to say, but make sure to pay attention to body language as well. Let each person propose their own solutions but show that you expect them to reach agreement. If the conflict still can’t be resolved, suggest your own approach. Then ask the both parties which solution they’d prefer. Whatever you do, make sure that none of you leave without some sort of resolution.
3. Document Everything
Lastly, you want to make sure that you have a record of the finalized resolution to the conflict. Type out the agreement! Have both parties sign it and make them copies for their own records. Make sure that you give the original copy to the Human Resources Department so that if the same issue occurs again, you’ll have a record of what was agreed. Whoever is in breach of the agreement at a later date may have to suffer some serious career consequences!
This is a guest post by Nadia Jones who blogs at online college about education, college, student, teacher, money saving, movie related topics. You can reach her at nadia.jones5 @gmail.com.
- Helping Children Resolve Conflicts (education.com)
- Some Methods for achieving greater Participation in Decision Making (management-me.com)
- Managing Conflict: Power through Influence (ramikan.wordpress.com)