Resolving Team Conflict: Tips for Harmony at Work

Written by Daisie Team

Published on 10 July 2023 6 min read

When it comes to maintaining a healthy work environment, addressing conflict in teams is as fundamental as having a morning coffee to kickstart your day. Conflict might sound like a setback, but it's a natural part of the team dynamics. The key lies in not avoiding it, but learning how to navigate it effectively. Today, we'll explore five key steps to resolving team conflict and fostering harmony at work.

1. Acknowledge the Issue

No problem was ever solved by ignoring it, and conflict in teams is no exception. Acknowledging the issue is the first and one of the most important steps to resolving team conflict.

Importance of Acknowledgement

Acknowledging conflict is like turning on the headlights — it helps you see the road ahead clearly. Acknowledgement helps in:

Breaking the ice: Once the issue is out in the open, it's easier to discuss it without fear or hesitation.
Preventing escalation: By addressing conflict early, you can prevent it from spiraling out of control.
Fostering trust: When team members see their concerns are being recognized, it builds trust and encourages open communication.

Steps to Acknowledgement

So, how do you acknowledge a conflict? It's a three-step process:

Recognize: First, identify that there's a conflict. You might notice signs like changes in team dynamics, reduced productivity, or increased tension.
Validate: Confirm the conflict's existence by discussing it with the team members involved. Remember to be respectful and understanding.
Address: Finally, bring the conflict to the attention of the whole team or those who can help resolve it.

Role of Leaders in Acknowledgement

Leaders play a pivotal role in acknowledging conflict. They set the tone for open communication, modeling how to handle conflict maturely and professionally. A leader's role involves:

Encouraging discussion: Leaders can foster an environment where team members feel comfortable discussing conflicts.
Mediating: As a neutral party, leaders can help mediate the conflict, ensuring all sides are heard.
Providing guidance: Leaders can guide the team towards a resolution, using their experience and knowledge to navigate the conflict.

Remember, conflict in teams is not a roadblock but a stepping stone towards better understanding and stronger team dynamics. Start by acknowledging the conflict, and you've already taken the first step towards resolution.

2. Identify the Root Cause

Now that we've acknowledged the conflict, what's next? It's time to put on our detective hats and identify the root cause. Think of it as finding the source of a leak — once you know where it's coming from, it's easier to fix.

Using the 5 Whys Technique

Ever heard of the 5 Whys technique? It's a problem-solving method invented by Sakichi Toyoda, the founder of Toyota Industries. Here's how you can use it to uncover the root cause of conflict in teams:

State the problem: Start by stating the conflict clearly.
Ask why: Ask why the conflict occurred.
Dig deeper: For the answer you get, ask why again. Repeat this five times, or as many times as needed, until you find the root cause.

Benefits of Root Cause Identification

Identifying the root cause of a conflict is like pulling up a weed from its roots — it prevents the problem from reoccurring. Some benefits include:

Effective solutions: When you know the real cause of the problem, you can find more effective solutions.
Preventing recurrence: Addressing the root cause helps prevent the same conflict from cropping up again.
Improved understanding: It helps you understand the conflict better, paving the way for empathy and open communication.

Avoiding Blame Game

While identifying the root cause, it's important to focus on the issue, not the person. Blaming others can escalate the conflict and damage relationships. Here are a few tips to avoid the blame game:

Focus on behaviors, not people: Discuss the actions or circumstances that led to the conflict, instead of pointing fingers.
Use "I" statements: Express your feelings and perspectives without accusing others. For example, "I felt overlooked when…" instead of "You overlooked me when…".
Be respectful: Treat others with respect and understanding, even when you disagree.

Remember, the goal is not to find who's at fault, but to understand the underlying issues that led to the conflict. Once you know the root cause, you're well on your way to resolving the conflict in teams.

3. Communicate Openly

So, you've identified the root cause of the conflict in your team. Great! Now, it's time to talk it out. Open communication is key in resolving and preventing future conflicts. But what does "open communication" really mean, and how can we promote it in our teams?

Importance of Open Communication

Open communication is like the sunlight that helps a plant grow. It keeps things transparent, builds trust, and promotes mutual understanding in a team. In the context of conflict resolution, open communication allows team members to express their thoughts and feelings, hear different perspectives, and find common ground. This way, you're not just resolving the conflict, you're also strengthening team relationships.

Promoting Open Dialogue

Encouraging an open dialogue is not as hard as you might think. Here are a few simple ways to promote open communication in your team:

Set the stage: Create a safe and non-judgmental space where everyone feels comfortable to speak up.
Active listening: Listen to understand, not just to respond. Show that you value others' opinions even when they differ from your own.
Ask open-ended questions: Encourage deeper discussions by asking questions that can't be answered with a simple 'yes' or 'no'.

Effective Communication Tools

Modern technology offers a plethora of tools to facilitate open communication, even in remote teams. Slack, for example, is great for quick updates and team chats. For more in-depth discussions, you might prefer video conferencing tools like Zoom or Google Meet. Remember, the goal is to make communication easy and accessible for everyone in the team.

Open communication is a crucial step towards resolving conflict in teams. The more openly and honestly you communicate, the closer you get to finding a resolution.

4. Encourage Empathy

Now that we've talked about open communication, let's move on to empathy. Empathy is the ability to understand and share the feelings of others. In the context of conflict resolution, it's an invaluable skill that can help diffuse tensions and foster a more cooperative environment.

Understanding Empathy

Empathy is more than just feeling sorry for someone— it's about understanding their perspective. It's like walking a mile in their shoes. With empathy, we can better understand what led to the conflict in our team, and how it affects each team member. This understanding can then guide our actions towards a resolution that respects everyone's feelings and needs.

Empathy in the Workplace

Empathy in the workplace is like oil in a machine— it smooths out friction and keeps things running smoothly. It helps us appreciate our team members' unique experiences and viewpoints, making our team more cohesive and resilient. And when conflict arises, empathy enables us to approach it in a more understanding and constructive manner.

Activities to Promote Empathy

Empathy is like a muscle— the more you use it, the stronger it gets. Here are some activities to help your team build empathy:

Share personal stories: Knowing your team on a deeper level can foster understanding and empathy.
Role-play scenarios: This helps team members see situations from different perspectives.
Practice active listening: This means not just hearing, but truly understanding what your team members are saying.

Encouraging empathy is an important part of resolving conflict in teams. It's the glue that holds your team together during tough times. So, let's promote empathy and work towards a more harmonious workplace!

5. Find a Resolution

So, you've acknowledged the issue, identified the root cause, communicated openly, and fostered empathy among your team. What's next? It's time to find a resolution that everyone can agree on. Let's dive into how you can do just that. Remember, resolving conflict in teams isn't about winning, but finding a solution that works for everyone involved.

Steps to Resolve Conflict

Resolving conflict isn't always straightforward, but here are some general steps you can follow:

Define the problem: Make sure everyone understands the issue at hand.
Explore solutions: Brainstorm possible solutions as a team. Everyone's input matters!
Decide on a solution: Choose a solution that's fair and benefits the team. Remember, it's not about winning, but about finding the best solution for the team.
Implement the solution: Put your plan into action and monitor the results.

Using Conflict Resolution Models

Conflict resolution models can be a useful guide in navigating team conflicts. One example is the Thomas-Kilmann Conflict Mode Instrument, which identifies five primary conflict styles: competing, collaborating, compromising, avoiding, and accommodating. Understanding these styles can help you navigate conflicts more effectively and ensure a fair resolution.

Maintaining Harmony Post-Resolution

Resolving the conflict is a big step, but maintaining harmony post-resolution is equally important. This can be achieved by fostering an open and honest communication culture, encouraging empathy, and regularly checking in with team members. Remember, a harmonious team is a productive team!

In conclusion, conflict in teams is a common occurrence, but with the right steps, it can be resolved effectively. Let's embrace conflict as an opportunity for growth, and work towards creating a harmonious and productive workplace!

If you're seeking more guidance on resolving team conflicts and maintaining harmony at work, don't miss the workshop titled 'How To Be A Leader & A Team Player' by Celina Rodriguez. This workshop will equip you with valuable skills and insights on becoming an effective leader while fostering a collaborative and harmonious work environment.