Organizations should address workplace conflicts for the benefit of all the parties involved by acknowledging and acting on them to arrive at solutions. However, resolving through mediation entails a process.
In the workplace, it is important to build and foster strong relationships. Relationship building is a core aspect of a successful career trajectory for professionals. It is the foundation on which an organization stands and thrives. An occasional instance, if left unchecked, can lead to disruptions that can even jeopardize the organization’s name and sometimes its existence. Here are the ways a mediator can resolve conflicts:
Acknowledge early: Relationship conflicts must be addressed immediately or as early as possible before it worsens. It is better to address it before it spirals out of control which may lead to complicated issues like resentment, anger, or even abuse. Of course, it demands time-taking efforts from the mediator. However, the issue must be analyzed and handled in the most refined way possible. Analyze the current damage and the consequences it has led to, and plan actions to communicate with the parties involved.
Listen actively: An ingredient of effective communication is active listening. The mediator must listen to both parties proactively to provide an amicable solution or a possible alternative to the issue. Communicate the objective measures you have for them and ensure a mutual settlement that can bring on board both parties.
Address the emotional aspect: It is natural for conflicts to have an emotional impact. While mediating the issue, one must keenly address this with utmost care and consideration. Feelings are something that evolves consequently to negative or positive experiences one has. It can amplify if the individual or their personality or reputation is challenged or questioned amid a conflict. Create a supportive space for them, bringing up pleasant memories from the past and how they were involved in events that garnered positive outcomes.
Recommend a timeout: After the initial address of the issue, suggest a short break of a few days before all the parties meet again. Some time away can also help sort the conflicts. After the tension eases, the parties can come in tandem as they have taken time to think about their perspectives and the opposite sides. A timeout can help mend relationships, where empathy and compassion come to play once the individuals start thinking with a clear and open mind.
Rebuild alliance: Taking proactive measures and rebuilding the alliance is key to conflict resolution. Leaving the issue abruptly with a formal handshake may resolve the conflict for the time being but lead to trouble later. So, most importantly, reset the entire situation and get commitment from both parties on a mutual agreement they have consented to accept to restore the relationship they had. Have them collaborate on future projects within the same team (if applicable) to re-establish the connection.
Anyone can be the mediator but often the leader or the team manager is in a position to take the measures. Ensuring that considerable thought is given to relationship building in the form of training can resolve conflicts at every level.
