Here are 4 recommendations from JoyCorporate Academy, in order to improve your conflict management:
1. Hierarchical recourse.
If you are in a hierarchical structure, an emergency and / or troubleshooting solution to ending the opposition is to bring in your immediate supervisor. He will have an impartial (or not) attitude to the situation and will decide in an authoritarian manner.
However, the conflict will most certainly remain present, so it will be necessary to carry out in-depth work afterwards.
2. Mediation.
Arbitration is a relevant solution when both parties reach a level of animosity that is difficult to control. This method consists of calling on a third party, who will have a neutral outlook on the case.
The people will then settle their differences through the mediator, who will play the role of “buffer”. In any case, the arbitrator should not take sides, he should be impartial and rational.
3. Negotiation.
This method is the one that most empowers opposition actors. Indeed, it obliges the parties to find a solution together for full management of the conflict. Several types of negotiation exist, here we will retain two:
Conflict (loser / winner).
The interests of people are totally opposite, so it becomes very hard to find a solution. A third person will have to be called in (the direct superior; a mediator, etc.)
Cooperative (win / win).
The principle here is to allow everyone to develop a strategy to agree on:
-a consensus, a solution that satisfies both parties.
-A concession, waiving part of a protagonist’s claims.
-A compromise, reciprocal concession of the people involved.
4. Prevention.
The aim here is to anticipate conflict by setting up training courses on people management, in order to allow these employees to have a human cultural reference in personal development (understanding of others, self-control, humility, ethics…), management and communication. It is also wise to set up “open heart” sessions where everyone can express their ideas (sort of group life).
Let’s sum up:
To manage a conflict in the professional field, try a first approach by negotiating on the reasons for the discord. If this is beyond you, call in a neutral person who will allow a “civilized” exchange and / or your superior who will use his authority to end the conflict. Training sessions should also be set up to promote the culture of people management.