Conflicts within a team are inevitable. Whether they are due to differences of opinion, personality friction or stress from work pressure, sooner or later a dispute may arise that needs to be addressed. A manager should not sit on the sidelines; on the contrary, their job is to recognise the conflict and resolve it effectively so the situation does not deteriorate and the team can function smoothly again. How, then, do you help bury the hatchet and what to do when a disagreement erupts between your subordinates?

These tips were published by LeadershipNow.com.

Recognising conflict and being observant

The first step is simple: don't turn a blind eye. Conflict may be subtle at first: reduced cooperation, hushed meetings or unusual tensions within the team. As soon as you notice the first signs, act immediately and intervene early. Waiting, hoping the situation will resolve itself, usually only leads to a worsening of the problem. Sometimes all you have to do is listen carefully and notice small signs of tension.

Transparent communication and open discussions

Once conflict is already happening, it is important to create space for open discussion. Bringing all parties to the table may sound dramatic, but it is often the quickest way to dissect the problem. Ensure everyone gets a chance to express themselves and you listen without prejudice: your task is to moderate a discussion, not to judge. Conflict is usually the result of misunderstanding and, once both sides have had their say, the situation can be clarified.

Finding a compromise and a solution that works for everyone

If both parties are willing to come to an agreement, you are already halfway to a solution. Your goal now should be to find a solution acceptable to both parties: no one should feel that they have lost. Identify common interests and try to build bridges between differing views. Compromise in which both sides feel acknowledged is the key to long-term reconciliation.

Prevention for the future and defining clear rules

Conflicts often stem from a lack of rules or unclear communication within the team. To prevent a similar problem recurring, it is important to establish or improve the rules of cooperation once the dispute has been resolved. For example, you might introduce rules on how to resolve disagreements or foster a culture of open and respectful communication. Following up with regular feedback and discussing how the team is working together can then help prevent further conflicts.

Stepping back and leading by example

As a manager, you should lead by example: stay calm, keep your cool and always act with respect. Subordinates learn from you how to respond to difficult situations. If you maintain a professional attitude and show that every disagreement can be an opportunity for growth, you will create an atmosphere where conflicts are resolved quickly and in a constructive way.

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