Once you have learned each participant's point of view, gather them together, acting as the organizer of the conversation. Set clear rules before it begins. Try to encourage the parties to mutual understanding and respect for each other. Do not allow others to be interrupted, and refrain from personal assessments.
During the conversation:
Maintain a calm tone.
Praise those who actively listen to the other side of the conflict.
Encourage the participants job seekers database in the conversation to share their experiences and thoughts. Let them share where they are ready to give in and what they lack.
Suggest brainstorming to find a solution.
Remind them of the positive experiences you had working together.
If the atmosphere becomes tense, suggest going on a break. It is worth getting together only after the parties have calmed down. Do not allow passive-aggressive behavior of the parties to the conflict.
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Survey the team
You can look for ways to resolve a conflict that affects the entire team within the team. If it is not of a sensitive nature, ask all its members. By discussing disputes, employees will voice their suggestions, share their beliefs, and find ways to resolve the conflict. This way, you can create a safe environment for the future, where people will easily share problems and the likelihood of disputes will be minimized.
Prepare a plan
Make a detailed schedule in which each party will indicate their actions aimed at reconciliation. It is important to ensure that all participants strictly adhere to the plan. Each of the parties should be involved in the monitoring process.
Next steps
Look at the situation to make sure that the solution to the problem suits all parties to the dispute. Sometimes, reconciliation, upon closer examination, can irritate one of the parties. Conduct an anonymous survey in the team to find out the mood of employees and discover problems that have been dragging on for a long time.
Methods of resolving conflicts between organizations
Incidents can also occur between companies. They are divided into two large blocks:
Unintentional . May arise in a situation where the result obtained does not match the planned one. The parties are unable to adjust their actions or cannot return to the starting point.
Intentional . Aimed at causing harm to the other party. Bankruptcy, takeover, unfair competition may be used as tools. In such a situation, an individual approach is needed.
Methods of resolving conflicts between organizations