Managers should actively address workplace conflict instead of waiting for it to resolve itself, according to Nick Kamboj, CEO of Aston & James LLC. Failing to do so allows resentments to fester under the surface, according to Business News Daily.

Conflicted individuals should gather for a resolution session that incorporates respectful communication and active listening - this method yields the best long-term results.

1. Focus on the Issue

Even though workplace conflict has an often negative reputation, it can sometimes be fruitful if addressed immediately and transparently and directed toward tasks, strategies, and missions. Uncovering issues often requires candid conversations as well as thorough investigations to get to the source.

People engaged in heated arguments are usually not discussing the actual issue at hand; rather, they're challenging one another's competencies, autonomy or integrity. Reframing this conflict as two different perspectives striving for similar goals may help break up an argument quickly and peacefully.

As with any dispute, it's vital that emotions have subsided before approaching it with any resolutions. Discussing conflicts while both parties are highly emotional will only further escalate and complicate matters. Employees should also be encouraged to voice their complaints directly instead of venting in private or spreading rumors; this will ensure the issue is being properly addressed while also helping ward off future worsening of matters.

2. Listen to the Other Party

Conflict arises when one employee or group of employees has different perspectives about a given situation than others. Listening attentively to all parties involved shows you value their opinions and want to address the situation appropriately.

As a manager, it will often fall to you to mediate workplace conflicts. It is crucial that during these meetings, you remain impartial and listen to each side's account of what caused their issue without interjecting yourself or interrupting. Doing so will allow all involved parties to gain a better understanding of where each party stands on an issue.

Avoid making subjective observations when handling conflicts; use objective observations instead, followed by questions to help resolve them. This will make you more credible, and may ultimately result in positive outcomes; for instance, "I have noticed you appear to have changed how you've been handling this situation; could you please explain?"

3. Ask Questions

Most executives spend much of their day asking questions, whether that means checking with team leaders for status updates or probing colleagues during heated negotiations. Yet unlike litigators or journalists, few executives consider questioning as a skill they can develop over time.

By asking the appropriate questions, you can gain invaluable insights, identify who is responsible, and uncover collaborative opportunities you might otherwise miss. With that knowledge in hand, it becomes much easier to work towards solutions that meet everyone's needs.

Ensure your questions are direct and simple to avoid jargon-laden industry conversations that could potentially be misleading for others. Use simple words and body language as indicators that you are listening and engaged. Furthermore, avoid asking unnecessary queries as this wastes both your time and can be frustrating for the other party involved.

4. Offer Solutions

Workplace conflict resolution is the practice of reaching consensus on how best to proceed in order to create a more productive working environment, saving both time and money while improving work quality. Resolving disputes promptly also reduces stress amongst team members not directly involved with any dispute.

Issues should be tackled early, involving all participants and using active listening skills and neutral language to avoid them becoming heatedly contested. Furthermore, be sure to address any confusion around policies or the reasoning behind decisions as soon as they arise.

In certain circumstances, it may be necessary to take disciplinary action if an employee continues to act in an undesirable fashion. Be sure to discuss this in depth with all affected employees and agree on a plan of action, which may involve coaching sessions, performance appraisals or reassignment as preventative measures.

5. Agree on a Plan of Action

Conflict can never completely be eliminated from an environment, but its frequency can be decreased by immediately addressing issues when they arise. When employees communicate openly and honestly about potential conflict areas, more conflicts tend to resolve themselves on their own.

Solving workplace conflict helps establish a more positive company culture overall. Recruitment becomes easier when team members know they will be heard.

When dealing with conflicts, make sure you have a solid plan in place. Engaging in discussion while tempers are still high is likely to escalate the situation further; if in doubt whether a particular issue warrants solving at that moment in time or reschedules are needed based on when everyone has settled down enough before meeting again; make your expectations known in advance so all parties involved have an idea what is expected from any discussion that takes place.

6. Follow Up

Workplace dynamics are complex, and conflicts will inevitably arise in any business environment. How you respond to them is essential for maintaining company culture and reputation; to be best served by this situation it's wise to take an assertive stance towards them, prioritizing issues before they escalate further.

Encourage employees to use feedback channels and suggestion boxes so they feel comfortable airing their concerns; this can help identify common themes among complaints and grievances.

Listen carefully and without interrupting or getting defensive to each side's side of the story without interjecting judgment based on past experiences or personalities. Encourage both parties to brainstorm solutions together - oftentimes both parties are able to reach agreements that benefit both themselves.

Document every step of the resolution process so everyone can refer back to it in the future, and make sure the agreed-upon solutions are put into action as quickly as possible to avoid building up resentments over time.