The definition of resolution of conflict is to resolve a problem or an issue between people. Disagreements at the place of work are inevitable. This is because employees have varied goals, personalities, and opinions.

Management of conflict is a training course provided for supervisors and managers. Handling conflicts efficiently is one of the essential abilities for anyone in the organization. It is the key to avoiding the hindrance of the professional growth of employees.

Below are five steps to resolve a conflict efficiently:

Step 1: The cause of the conflict has to be defined: Collecting more information about the source of the problem helps you to resolve it easily. You need to ask a string of questions to get the details you need to know the cause like, “How did it begin?”, “When did you start feeling upset?”, ” Is there any relationship between this incident and the other?”

As a supervisor or manager, you must give the chance to both parties to share their perspective of the story. This will help you to give a better insight into the situation and also affirm your impartiality. Say, “uh-huh”, “I see” when you attend to each disputant to assert the input and motivate them to close up with you.

Step 2: The incident has to be looked beyond: It may not be the situation often but the viewpoint of the situation prompts it to fester and leads ultimately to a shouting equal or another disruptive and visible result.

The cause of the dispute might be a small matter that happened months ago, but the stress level has increased to the degree where both groups have started to fire on each other personally rather than dealing with the real issue. You have to make them look beyond the provoking incident to detect the actual cause.

Analyzing questions such as “What do you believe happened here?” and “When do you assume the issue first arose between you?”

Step 3: Request solutions to the issue: After understanding each party’s point of view, you have to make them recognize how the circumstance could be changed. Question the parties again to summon their views: ” How can things be made better between you?”

You need to be a strong listener, have a good understanding of body language, and be aware of the verbal nuance as you are the mediator. You have to prepare the disputants to start cooperating by making them stop fighting. This means steering away from the discussion from pointing the finger and going towards the way of fixing an issue.

Step 4: Identify solutions that are supported by both parties: Since you are paying attention to the most valid course of action, find out the goodnesses of mixed ideas from each other’s viewpoints. It should help the organization as well. For example, you might convey the necessity for greater collaboration and cooperation to effectively address departmental problems and team issues.

Step 5: Agreement: The mediator should bring both the parties together and make them shake hands. He should make them acknowledge one of the options specified in the previous step. A negotiated agreement has to be reached. Some mediators write a contract specifying the time frames and actions.

However, it is reasonable to address the individuals and make them answer questions like ” What are the plans of action will you two agree to prevent disputes in the future?” and ” What can be done from your end if conflicts occur in the future?”

This process of mediation works between individuals as well as groups.

Conflicts are constant and a normal process in any company. Dealing positively around these disputes is crucial. Disputes can be both destructive and productive for the organization. Resolution of conflicts can benefit you by encouraging you to work better.