All of us engage in a conflict or a disagreement at one point in time. It can range from a strategic disagreement with the boss, to a small argument with a co-worker that goes too far. The impact of a conflict at the workplace is a common threat that is felt on employee disagreements, productivity, and morale. This is the reason why a manager’s central job is creating a cohesive work environment and managing personalities. One of the healthiest ways to address and solve issues is through disagreements. However, discussions that are geared towards creating a disagreement result in problems. There are two approaches used to solve problems. You should seek to minimize the problems using a communicative and healthy structure. Once issues arise, use your skills to resolve them.

Please use the steps below to resolve and address conflicts at workplaces.

Expect disagreements:

Expectations are the main drivers of behavior. Workplace tension stresses rise, increases as demands increase, and is inevitable. Every company has a conflict. Strive to resolve and identify conflicts early before they grow in complexity and size.

Define responsibilities and roles:

The primary cause of workplace conflicts is a lack of clarity in responsibilities. When a person feels that they are carrying too much weight, conflicts arise which lead to tension in relationships. Take time to clarify and understand expectations. A lot of time can be saved through brief conversations at the beginning of battles. You should define the responsibilities and roles of the interested groups when they are all together.

Decide what is important:

You should choose your battles wisely. You can let go of the isolated incidences. However, you must address major issues because they are the basis of an ongoing pattern of behavior. Focus on the identified central issue. Don’t waste your energy and time on minor and extraneous issues.

Assume Positive Intent:

When you assume positive intent, you will watch conflicts end with far less animosity. You will be more willing to forget and forgive if you assume a positive intention. If you believe that that person intended to harm you, it will be difficult to move on. In most cases, conflicts are caused by good people who act poorly. It is imperative to focus on the problem and depersonalize your feelings.

Clarify concerns:

Try acting rather than reacting. Always be proactive. Talk to someone if you realize that they are upset with you. Such approaches can go a long way in cutting down the size of a conflict.

Part of the everyday workplace is comprised of conflicts. The way these conflicts are handled defines the informal and health culture in that particular organization. I hope these tips go a long way in helping you improve your conflict management skills.