conflict management techniques and practices to resolve conflicts at work

Conflict Management At Work: 8 Rules For Conflict Resolution

who this class is for

Employees, managers, and professionals

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About this micro-class

Effective conflict management requires a combination of communication skills, emotional intelligence, and a commitment to resolution. It’s crucial to create an environment where conflicts are viewed as opportunities for growth and improvement rather than disruptions.

Best Practices in Conflict Management

1. Open Communication

Encourage open and honest communication to understand each other’s perspectives.

Actively listen without interrupting and validate the other person’s feelings.

2. Address Issues Early

Tackle conflicts as soon as they arise to prevent escalation.

Proactive resolution minimizes negative impact on the work environment.

3. Define Clear Expectations

Ensure that roles, responsibilities, and expectations are clearly defined.

Misunderstandings often lead to conflicts; clarity can prevent them.

4. Seek Common Ground

Identify shared goals or interests to find common ground.

Focus on mutual objectives rather than individual differences.

5. Mediation and Facilitation

Employ neutral third parties such as HR when necessary to mediate disputes.

A neutral perspective can help in finding balanced solutions.

6. Empathy and Emotional Intelligence

Develop empathy to understand the emotions of others. Try to see the issues from the other persons’ point of view.

Emotional intelligence aids in managing one’s own emotions during conflicts.

7. Collaborative Problem-Solving

Encourage teamwork to find solutions rather than placing blame.

Foster a collaborative environment that values input from all parties.

8. Follow Up

Ensure that resolutions are implemented.

Regularly check in to see if conflicts are fully resolved or if additional steps are needed.

Worst Mistakes in Conflict Management


Ignoring conflicts in hopes they will resolve on their own.

Why: It escalates issues and damages relationships.

Blame Game

Focusing on assigning blame rather than finding solutions.

Why: it hinders the resolution process and creates a negative atmosphere.

Lack of Confidentiality

Breaching confidentiality during conflict discussions.

Why: It erodes trust and makes employees hesitant to share concerns.

Unprofessional Behavior

Engaging in disrespectful or aggressive behavior.

Why: It escalates tension and sets a poor example for others.


Applying different standards to different individuals.

Why: Perceived favoritism can worsen conflicts.

Poor Documentation

Failing to document discussions and agreements.

Why: It leaves room for misunderstandings and disputes.

Rushing to Judgment

Making hasty decisions without fully understanding the situation.

Why: It results in unfair resolutions and potential resentment.

Lack of Follow-Up

Not ensuring that resolutions are implemented.

Why: It allows conflicts to resurface and persist.

Ignoring Employee Input

Dismissing the perspectives and input of those involved.

Why: It hinders the discovery of comprehensive solutions.

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