HERE ARE SOME TIPS
IN RESOLVING CONFLICT
BETWEEN EMPLOYEES:
1. Address conflict immediately.
The sooner you can get a handle on the conflict at
hand the easier it will be to resolve it. The longer it
goes on the more likely it has grown in capacity and
hard feelings.
2. Listen to all parties.
Take the time to bring each party in individually
and hear all sides of the story. Conflicts are often
miscommunications between people and if you
listen for the source of the issue, you might be able
to share with them what actually transpired.
3. Empathize.
As leaders, we can get frustrated when employees
don’t get along when what we really need to be is
empathetic and sensitive to the situation. Resolving it
is going to take us staying calm and open.
4. Focus on the problem.
It is easy for people to get hung up on feelings when
what you really need to focus on is the facts and the
issue. As you are leading the resolution keep the feelings
abated by continuing to focus on the problem only.
5. Negotiate.
Ask each of the individuals what it will take to resolve
the conflict. Be firm with them that this is a professional
environment so only professional responses will be
accepted so they realize they must come up with
a solution that will work for all.
6. Be prepared to mediate.
In order to complete the resolution you will likely have
to play referee and bring the parties together for a
discussion and agreement. Start the meeting letting
both parties know that resolution is the only option
and they must leave with a working plan on
moving forward.
7. Revisit and follow up.
Don’t expect one meeting will cure all conflict.
Schedule a meeting one week from the initial
discussion to ensure all is well.
NOW THAT YOU HAVE LEARNED SOME
CONFLICT RESOLUTION TECHNIQUES, HERE
ARE TWO MORE TIPS TO HELP ALLEVIATE
CONFLICT IN THE WORKPLACE.
Tip:
Teach team members about all of their differ-
ences. Take the time to do some personality
training at a staff meeting so you can teach to
treat people the way they want to be treated.
Tip:
Create a cultural of support and teamwork.
The offices that see the least amount of conflict
are the ones that have created the culture of no
conflict and don’t tolerate treatment that is not
supportive and cohesive.
Trudi Charest is the co-founder of 4ECPs, a business resource
company for eyecare professionals. 4ECPs has six divisions,
marketing, training, social media, jobsite, payments & events.
Trudi can be reached at www.4ECPs.com or [email protected].
EYE FOCUS | February Digital 2018 21