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There are few people who enjoy settling arguments, especially arguments they are not personally involved in. However, as a manager it is your job to spearhead some form of conflict resolution and placate any employee-to-employee squabbles. While this may not be the most glamorous part of the job, it is intensely important. 

Forbes highlighted a study that found anywhere from 60 to 80 percent of all problems within organizations come from tense employee relationships. Strained employee relations clearly have an impact on the company as a whole, so here are a few quick tips on dealing with conflicts in the workplace.

Identify when you are needed 
Of course there are some disputes that are better handled without the help of management, but when a disagreement escalates, managerial intervention is essential. Forbes reported that sudden changes in employee behavior, noticeable declines in employee production or increased absences are a few of the key warning signs that can help indicate when management is needed.

Sit down with your employees
Once you have decided the argument is one that needs your attention, it is time to get both sides of the story. In an article for Entrepreneur magazine, leadership specialist Dr. David G. Javitch suggested holding both individual and joint meetings with the employees involved. In the individual meetings, both parties will get to share their perspective on what the problem consists of. Once these separate meetings take place, a joint meeting should be set up. Dr. Javitch claimed that this joint meeting will often "elicit issues or facts that the other party was unaware of."

Make sure both employees understand the issue at hand.Make sure both employees understand the issue at hand.

Stick to the facts
It is important to make sure the conversations surrounding an employee dispute stray away from feelings and focus on the tangible actions that caused these feelings of tension to come up. 

Jeff Haden, contributing editor at Inc. Magazine, believes that this is the key to a successful conflict resolution. When there is a discussion about actions, it is much easier to identify employee behaviors that can be changed. "Employee emotions are largely outside your control," Haden explained," but employee behaviors definitely fall within your scope." Once these behaviors have been identified, you can find a reasonable solution to the issue.

Recognize there will not always be a concrete solution
Just like in life, office arguments do not always have a black and white ending. This is completely normal. The most important thing is to make sure that some sort of professional compromise is made between the involved parties. While all your employees do not need to be friends outside the office, it is important to ensure that there is an open and comfortable line of communication within the office. At the end of this conflict resolution process, try to vocalize what you expect in the future to ensure the same situation does not arise again.