Disagreements at work will happen as you are dealing with people, their emotions and reactions and on occasions that means that conflict arises. Left unresolved, even minor disputes can escalate quickly and this can be damaging to workplace morale, productivity, and team relationships and dynamics.
As an employer or manager, having the right tools and approach to resolving workplace disputes is essential. Rather than relying solely on formal grievance processes, proactive conflict resolution strategies, for example mediation, facilitated discussions, and employee support mechanisms, can help create a healthier, more productive environment.
In this blog we explore a number of effective methods for resolving workplace disputes and explain the benefits of each approach, so you can choose the most appropriate solution for your team and the situation.
Understanding the Nature of Workplace Conflict
No two disputes are the same. Some stem from misunderstandings or personality clashes, while others may relate to poor communication, unclear expectations, or perceptions of unfair treatment. Before deciding how to resolve a conflict, it’s important to understand if there are any underlying issues and if so what those issues are. Taking the time to listen and gather context helps ensure your response is proportionate and appropriate to the circumstances.
Let’s look at some methods of resolution.
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Informal Conversations: Early Intervention is Key
Often, the best way to resolve a dispute is simply to nip it in the bud and address it early and informally. Encouraging open, honest communication between those involved can prevent minor tensions from escalating into something bigger.
Managers should help to create a culture where employees feel comfortable raising concerns. A quiet chat in a neutral setting can often defuse a situation before it becomes a formal issue. This approach works best when trust levels are high, when existing relationships are positive and when the issue is relatively minor or recent.
Benefits:
- Preserves relationships
- Builds a culture of openness
- Prevents escalation
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Mediation: A Structured Yet Flexible Approach
Mediation is a voluntary, confidential process in which an impartial third party helps those involved in the conflict to find a mutually acceptable solution. Mediation can be facilitated internally by trained, impartial colleagues if they are available or you may wish to bring in external professional mediators.
This method is especially useful when disputes involve miscommunication, personality clashes, or disagreements over working styles. The mediator doesn’t impose a solution but facilitates discussion and helps both parties understand each other’s perspectives. If you want to find out more about mediation ACAS and the CIPD have produced a joint guide which you can download from Mediation: an approach to resolving workplace issues | Acas.
Benefits:
- Promotes collaboration
- Reduces the likelihood of repeat issues
- Helps rebuild trust
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Facilitated Conversations: A Middle Ground
If full mediation feels too formal, a facilitated conversation led by a trusted HR professional or trained manager may be more appropriate. This is a semi-structured discussion which is designed to clear the air and gain agreement from both parties on a way forward.
Facilitated conversations can be used when there’s tension or ongoing frustration that hasn’t yet developed into a full blown conflict. By having a facilitator you ensure both sides are heard and the facilitator helps to steer the conversation constructively.
Benefits:
- Encourages accountability
- Helps maintain working relationships
- Quicker and less resource-intensive than formal mediation
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Coaching and Support: Empowering Employees to Resolve Issues
Sometimes, the best resolution comes when individuals feel supported to handle conflict themselves. Providing one-to-one coaching or guidance from HR can help employees reflect on the situation and develop the confidence to address it constructively.
This approach is especially helpful when an employee is reluctant to raise a concern or isn’t sure how to express their needs. Offering access to support shows your organisation values resolution over blame.
Benefits:
- Develops individual skills
- Reduces dependency on formal processes
- Encourages self-awareness and resilience
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Formal Grievance Procedures: The Last Resort
When informal methods fail or the situation involves serious allegations for example bullying, harassment, or discrimination, entering into a formal grievance process may ultimately be necessary. While this route can lead to a resolution, it’s often time-consuming and stressful for everyone involved, and if a grievance is not well managed it can become adversarial and even lead to matters becoming worse.
Using formal processes should not be the default response to workplace disputes. Many organisations are now focusing on early resolution strategies to avoid the damage caused by these lengthy procedures.
Benefits:
- Provides structure and documentation
- Appropriate for serious or high-risk disputes
- Offers clarity on outcomes
- Complies with ACAS Code Of Practice
Choosing the Right Method
No single method works for every situation. The best approach to workplace conflict resolution is one that is flexible, proactive, and built on strong communication.
Managers should feel empowered to act early, know when and how to escalate to formal processes, and understand the range of resolution options available to them.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog A Guide to Suspending an Employee
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
