Feuding Employees: How to mediate conflict between employees

 How you can tactfully turn conflict into consensus between feuding employees

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How to mediate conflict between employees – Customer service mediator

It’s natural to try to avoid conflict, but as a manager, you’re going to eventually have to deal with a conflict between employees. It is inevitable that there will be some amount of conflict on a team with a variety of industry experts and leaders. Some amount of conflict can be healthy, as long as it is discussed and a conclusion is reached. Clashing personalities or opposing viewpoints can actually bring new thoughts and discussions on aspects of a project that had not been imagined before.

Use the following methods to create harmony in your team and your project.

  1. Be Aware That Conflict Occurs. …
  2. Set the Ground Rules. …
  3. Learn About Destructive Conflicts. …
  4. Stop Conflict When it Happens. …
  5. Get the Whole Story. …
  6. Meet for Resolutions. …
  7. Discuss Both Sides of a Perspective. …
  8. Make Compromise a Goal.

The type of conflict you have to worry about more is unspoken resentment that can erupt in an outburst, or even more deadly, in quiet mutiny or deviation from agreed upon roles, tasks and goals.

So first be aware that conflict occurs

Knowing that conflict may and will occur is the first step to resolving it, especially if you know that certain team members may disagree with each other. By recognizing that there will be conflict, a project manager knows what to expect.

Secondly, set the ground rules

At the beginning of your project set some ground rules in your first meeting. Be sure to address what process will be taken to address conflicts, as they are bound to rise and will need to be taken care of before they spiral out of control. Tell team members that everyone’s ideas are valid and that they shouldn’t be dismissed, even if you do not agree with them.

Then learn about destructive conflicts

Conflict becomes destructive when no resolution is in sight or the issue cannot be resolved. A psychological model for explaining destructive patterns is the persecutor-victim-rescuer triangle. The persecutor would be the bad-guy or bully in this scenerio, but the rescuer is also placing him or herself in a position of superiority over the supposed victim. Stop yourself if you see yourself slipping into any of these roles and also try to recognize it in your team.

How you can tactfully turn conflict into consensus between feuding employees
It is inevitable that there will be some amount of conflict on a team with a variety of industry experts and leaders. Some amount of conflict can be healthy, as long as it is discussed and a conclusion is reached. Clashing personalities or opposing viewpoints can actually bring new thoughts and discussions on aspects of a project that had not been imagined before.Use the following methods to create harmony in your team and your project.

  1. Be Aware That Conflict Occurs. …
  2. Set the Ground Rules. …
  3. Learn About Destructive Conflicts. …
  4. Stop Conflict When it Happens. …
  5. Get the Whole Story. …
  6. Meet for Resolutions. …
  7. Discuss Both Sides of a Perspective. …
  8. Make Compromise a Goal.

The type of conflict you have to worry about more is unspoken resentment that can erupt in an outburst, or even more deadly, in quiet mutiny or deviation from agreed upon roles, tasks and goals.

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