How to Resolve Conflict in the Workplace from a Christian Perspective

The best way to lose a great team is to mishandle conflict in the workplace. Employees will not stay with an employer if they feel that their voice is not heard or that management does not take their concerns seriously. Learning to resolve conflict in the workplace will lead to a more peaceful working environment and a more grounded and caring team.

Resolving conflict in the workplace should not be a mission to discipline employees as if they were children. It should be to respectfully hear both perspectives and work together as a team to find a solution. When you manage conflict in the workplace in this manner, you leave each person with their honor intact and boost their self-esteem because they contributed to the solution.

Tips For Resolving Conflict in the Workplace

Bring people together in a neutral area

If there is a conflict in the workplace, aim to bring everyone together in a neutral area instead of at someone’s desk. People can feel bolder in their own workspace, and others may not feel they can voice their perspective in another’s “turf.” For example, have a meeting in the conference room.

Remind everyone to be respectful of one another

Remind employees to honor and respect one another. As grown adults, each person’s perspective should be heard and considered. Managers should not tolerate name-calling, insults, or physical violence. You may need to give everyone a five or ten-minute break if emotions run too high.

Get each side of the story

Encourage employees to remain quiet as each person voices their side of the story. Try not to make rash decisions during this time. Sometimes, office gossip can influence people’s opinions about a person or their actions. Rise above gossip.

Actively listen and ask questions

Don’t get distracted. Actively listen and ask open-ended and clarifying questions until you understand the issue. Model calmness to your employees and consider how your reactions may influence others.

Avoid directing blame

Try to use “I” statements more often during the meeting, instead of directing blame. People can become hostile when they feel confronted or accused. Point out the company policy as being for everyone, not just for an individual.

Find solutions

Restate the issue to clarify that you understand the problem and the perspectives of each party involved. Encourage everyone to participate in finding a solution. You may need to ask for advice from your direct supervisor if you and your team cannot brainstorm an acceptable solution.

Assign tasks to resolve the conflict and come up with a solution

Assign tasks to each person to satisfy the solution. Depending on the parties involved, you might consider having them work together as a team or give them space if the conflict remains. For example, if two employees cannot get along, consider working them on different shifts, teams, or locations in the building.

Always follow up

Don’t think of it as one-and-done after a conflict resolution meeting. Follow up with employees about how things are going and remind them that they can come to you with any issues.

Christian Counseling in Carlsbad, California

Are you a new manager, or do you have increased instances of conflict in the workplace? Do you struggle to manage your team and the various projects? Contact our office today at Carlsbad Christian Counseling in California to schedule a session with a counselor specializing in professional development. We can help you work with excellence and diligence and lead your team to do the same.