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Conflict Resolution – a 5 Step Process Clarify the source of the problem. What is the issue at hand? ... Go beyond the conflict and identify other barriers. ... Establish a common goal. ... Explore how they goal can be reached. ... Develop an agreement.

The goal of conflict resolution is not to decide which person is right or wrong; the goal is to reach a solution that everyone can live with. Looking first for needs, rather than solutions, is a powerful tool for generating win/win options.

Determine whether the situation is emotionally charged and define the severity of the conflict. Once you've assessed the issue, if appropriate, talk to each employee individually to let them know you're aware of the situation. Then, encourage open communication and resolution among the employees involved.

It involves active listening, asking questions, and utilizing teamwork. With this in place, employees will be more likely to reach out when there's an issue, which can help to prevent conflicts or keep them from escalating further.

A description of the issue, including the date the related incident occurred; Suggestions on ways to resolve the problem; The date when the reporting employee met with their immediate supervisor; and. A copy of the immediate supervisor's written response or a summary of their verbal response.

This article outlines five different approaches to conflict management and the situations they are most appropriate for. Accommodation. This is a lose/win situation. ... Compromise. ... Avoidance. ... Competition. ... Collaboration.

Examples of Conflict Resolution Skills Assertiveness by a supervisor who convenes a meeting between two employees who have engaged in a public dispute. Interviewing and active listening skills are utilized by a human resources representative to define the nature of a conflict between a supervisor and a subordinate.

This form is meant to serve as an optional way to allow employees to help resolve conflicts that don't rise to the level of discrimination, sexual harassment, or contract grievances. Those types of complaints have specific procedures, mandated by law, and you should contact the Human Resources office for assistance.