Conflict and Resolution

It is routine to evaluate your staff and measure any negative behavior, especially behavior that incites conflict. HRMatrix will help you get involved in your workplace to inspire a healthier and more productive workplace so you and your employees could thrive. 

Conflict is inevitable. Whether it be with your employees, with employees amongst themselves, conflict is bound to happen, because people have their differences and people disagree. Sure a particular situation of conflict might be tough to resolve. You might be under pressure to enter a situation as a third party or confront an issue that directly pertains to you, but HRMatrix is here to provide you a thorough breakdown on how to mitigate and even foresee conflict.

Colleague Versus Colleague

Let’s begin with an easy one. You’re the manager, and two of your employees are caught in a mild disagreement. To assess the conflict at hand, you must establish your authority. The traditional connotation of authority bears severity and unfairness due to the position of power, but in a world where equals are perceived equally and are treated as such, you must be at the level of your employee. This will help the conversation be transparent so that you may retrieve the source of the issue and provide unbiased judgement.

Now, onto an intermediate scenario. If a colleague challenges the rights of a fellow colleague. You may, if severe enough, be able to bypass the investigation of the conflict and execute consequences appropriate to the matter. Some examples may be: racial slurs, violent behavior, harassment, as well as other offensive misconduct. 

Leveling with your staff is fundamental to access healthier work related relationships, but you ultimately call the shots as head of your workplace. It is your place to promulgate upstanding behavior and maintain a controlled environment of productive and strengthening exchanges. It is also your place to put negative behavior hand in hand with consequences. Your employees are subjected to termination if in the case of legitimate misconduct. 

Remember, your objective is to build a better worth through your company/business and with your team. The perceptiveness and execution are fundamental cornerstones of management, and you have an opportunity of influence. If your team of staff does not align with the company’s prospects, you are responsible for bringing a change to generate success.

You Versus Colleague

Again, the practice and mindset of your management, in other words, the practice of your power will advance the work ethic and resourcefulness of conflict-resolution so long as it is handled mindfully. We have briefly discussed the treatment of subordinate team, and that each should be treated as an equal. To further elaborate, you must ask questions to find the source of a disrespectful exchange. 

  1. Is it on the basis of personal matters?

  2. What did I do to incite the conflict?

  3. Can this be resolved?

    1. Note: This is a critical question though it may be perceived as antithetical to the topic. Not all situations have an easy resolution.

  4. When tempers have cooled, ask your employee what sort of punishment should one deserve?

Preventative Measures

The simplest way to prevent conflict is by communicating. Get to know your employees, ask questions, and understand differences that could potentially cause struggles and opposition. Communication is fulfilling. 


HRMatrix is here to ensure proficient resolution. So long as you thoughtfully execute judgement, your workplace will thrive. So long as you practice these tips and ask the listed questions above. A successful environment begins with good listening and efficient mitigation.