Learning how to manage and resolve conflict in the workplace is essential to your success. Here are some tips to help you get started. Identify needs and find common ground. If the situation continues to escalate, you may consider mediation or additional communication. Regardless of the outcome, you can avoid dismissal by using these strategies to prevent or deescalate a workplace conflict. These steps are also helpful for addressing workplace issues that may be threatening your relationship with your co-workers.

Finding common ground

Managing conflict in the workplace requires the ability to find common ground. One of the most valuable skills you can develop is active listening. Typically, people tend to share their thoughts without listening to others. To avoid this, make listening your top priority. This will enable you to better understand the other person’s perspective. If possible, choose a neutral location to have the meeting. Alternatively, if possible, try to avoid conflict by scheduling the meeting at an off-site location.

Employees should know the policies and guidelines of the company. They must be aware of their responsibility if they don’t follow these rules. They should also understand that disciplinary action will be taken if guidelines are not followed. Leaders should also ensure that employees are clear about what they want and how to make their request fair. Avoid rushing to resolve conflict if you want to ensure that everyone is satisfied with the outcome.


There are many ways to resolve conflict in the workplace, including through communication. First, identify what caused the conflict, and how both sides contributed to it. Then, try to understand the perspective of each person and their ideas. Afterward, try to make a plan for resolving the conflict. For instance, you could offer an apology to one person, or try to change their behavior. Whatever the case, remember to be objective and maintain good communication skills throughout the process.

Second, try to reach a mutually acceptable resolution. A mediator can help you stay on track by providing a third-party perspective. The mediator could be a manager, a senior employee, or a colleague who is objective. Thirdly, you should try to resolve the conflict privately. However, if the conflict cannot be resolved through negotiations, consider hiring an outside party to help you out. By hiring a mediator, you can ensure that you and the other party reach a successful resolution.

Identifying needs

Identifying needs is an important part of conflict resolution. This method involves listening to both sides and determining what they want and need. After identifying the problem, participants brainstorm ways to resolve it and resolve the conflict. In the end, the solution should satisfy some part of the needs of both sides. By doing so, the conflict is neutralized, and normal workplace behavior can resume. Listed below are five steps to effectively resolve conflict.

Identifying needs to manage and resolve conflict starts with recognizing that employees are impacted by the issues. By understanding the needs of both sides, employers and employees can determine how to best resolve the conflict. This involves conducting brainstorming sessions, active listening, and openness to different points of view. The ultimate goal of the meeting is to come to an understanding of the problem and the role each person plays.


The goal of mediation is to help people come to an agreement by working out a practical, workable solution. It is a confidential process that requires a neutral third party to facilitate. However, mediation is not appropriate in all cases. Some disputes require a formal procedure that involves a lawyer or HR department. The mediator must be sensitive to the participants’ feelings and concerns and make them feel comfortable and secure. When conducting a mediation session, mediators should meet with participants separately and emphasize confidentiality and the importance of trust.

Employers usually request mediation for several reasons, including a complaint to HR, a conflict between two parties, an investigation into the matter, or a need to rebuild relationships. But workplace mediation can also be used to resolve other issues, such as workplace harassment. While most mediations are not appropriate for these situations, others are required by a Code of Conduct process or industrial process. And when it comes to issues involving the disabled, it is important to recognize that mediation is not appropriate for all cases.