In most organizations, the higher management is expected of bigger and more challenging responsibilities. Even in the rise of employee conflicts, managers act as mediators. They can step up as the authority figure for members who are involved in a conflict. Just imagine an office without efficient managers to intervene and act as “referees” during times of arguments or quarrels.

Being a manager, you should be able to identify arising conflicts and take pre-emptive measures using your abilities. Those in the higher management should understand the nature and causes that may develop conflict among their members as well as the outcome and the different strategies by which conflict can be managed.

A manager should be able to prepare action plans and resolution plans before the conflict creates negative outcomes and consequences toward the team which can greatly affect their productivity. As a manager, you should possess the needed skills to banter conflicting situations that may emerge in the workplace.

Set an Example

The employees regard a manager as leader who sets exemplary roles in the workplace. If you wish to keep a healthy and productive atmosphere in your work environment, then initiate it by not getting into a negative or destructive conflict with any employee regardless of the designation. Either as a third party or being the one involved in the conflict, always act in a reasonable and calm manner. Such conducts add to the already established reputation and good credibility to the employees.

Part of setting a good example in resolving issues professionally and maturely is adhering to the ground rules of the company. Regardless of the nature and type of conflict, any employee who breaks any rules must be sanctioned and not tolerated.

For example, you have two members who are in a conflict due to clash of perceptions about a certain work process. Now, one of them starts using foul language against the other individual. Based on the company policy, such a behavior is punishable. Do give the appropriate disciplinary action for the employee to remind both parties that ground rules are really serious.

As a manager, you create a great impact and you play an important role in the lives of your members. Always keep a reputation as someone who has remarkable attitude, professional demeanor, and good communication style when managing conflicts.

Create a Workplace of Respect and Teamwork

A positive conflict resolution establishes mutual respect and teamwork among employees. In order to achieve this, a manager must make sure that he is worth the respect before other employees can learn to respect each other and even themselves. Instill to them the value of respect in a conflict by regulating who talks first and whose turn goes next, by stopping any manifestation of animosity and undermining toward the other, and encouraging them to collaborate or compromise rather than avoid and compete.

When two groups are in conflict due to differences on the goals of a project the manager gave them, such conflict can be ironed out by following a conflict process which may be facilitated by the manager. This way, teamwork and mutual respect are promoted especially that there is someone who leads the said process.

Bring the Conflict to a Resolution

Managers take a great step in managing conflict regardless of the intensity of the argument. Always do your share as a mediator and do not hesitate to step up when things go wrong. Apply any of the conflict resolution strategies to effectively deal with the situation. The primary task should be to bring the conflict to a resolution. You do the traffic between heated conversations instead of leaving it all behind you. Regardless of the nature of the conflict, always let it conclude with a resolution. This you have to make the individuals be aware since productivity will be greatly affected if nothing has been done to resolve it.

Just as you take care of your employees’ interests, also include your own. A manager’s interest is always targeted on only the best for a company and its success. Two of the main objectives of a manager are efficiency and effectiveness. These are very realistic goals for a manager to attain when conflict resolution skills are properly manifested.