Conflicts are a natural occurrence in every workplace. No matter how well a team gets along and how efficient they are when it comes to performing their tasks, tensions and disagreements can sometimes be inevitable. When such issues are left unresolved or unaddressed for long periods of time, the problem exacerbates and can begin to interfere with workplace efficiency and productivity.
As an HR professional, it’s your responsibility tomanage workplace conflicts. It’s unlikely you’ll ever be able to eliminate them altogether, but you can embrace tactics to deescalate and resolve them whenever they do occur. In this article, we’ve gone ahead and compiled five steps to mitigating workplace conflicts:


When tackling a workplace conflict among employees, one of the first things thatHR professionals should do是为参与冲突的每个人设置基础规则。这里的目的是为所有参与各方的期望设定如何在整个解决过程中进行自己。至少,他们应该要求所有各方在讨论此事时互相尊重,以倾听彼此的推理,并在随后的任何后续会议上掌握开放的思想。HR官员一旦确定并设定了这些基础规则,您有责任确保所有各方都在整个决议过程中遵守它们。

2. Talk with the Participants in Private

As the HR professional, you should always be fair and impartial. It’s important that you first meet with all parties involved in the conflict separately to get each of their points of view on the issue at hand. Understanding where each participant is coming from will help you to better understand the conflict as a whole, and what the resolution should look like.

  • To avoid having any party alter or omit their version of the happening based on what another party says.
  • 避免进一步的冲突。
  • To ensure all parties feel comfortable expressing their feelings and views on the matter at hand.

Talking to the employees in private allows you to acknowledge their feelings so they really feel heard. It’s important that you listen first, and avoid putting them on the defensive. These types of meetings should be conducted in a space like a conference room or private office where no one can overhear or interrupt the session.

3. Conduct Further Investigation on the Issue


4. Identify Solutions




Final Thoughts

HR officers have a crucial role in the companies they work for. They manage the workplace experience for employees – beginning from the hiring process. They make sure that everyone is functioning at an optimum level and are responsible for resolving any employee-to-employee or manager-employee disputes.

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