Workplace conflict is more common than you might think. In fact, the Harvard Business Review found that the average employee spends 2.1 hours per week—equivalent to one full day per month—navigating conflicts, whether they’re directly involved or managing tensions between colleagues.
However, conflict doesn’t always have to be a negative experience. As Ryan Lisk of RealTime Coaching aptly puts it, “If you don’t have any professional conflict, you’re not making enough things happen.” The key is to ensure that conflicts lead to productive outcomes, rather than hindering team dynamics. If you’re wondering how to help two employees get along, these steps can help defuse tensions and foster a more cohesive team.
Step 1: Identify the Problem
The first step in resolving workplace conflict is to accurately identify the root cause of the issue. Conflict can often manifest as a strained atmosphere or open disagreements between employees. Regardless of how you become aware of the problem, it’s essential to take action quickly.
Start by speaking with the employees involved, one-on-one, in a private setting. Practice active listening, giving them space to express their concerns openly. If one employee struggles to articulate their feelings, steer the conversation toward factual events. For instance, did the conflict arise from an issue in their coworker’s work performance, or was there a disrespectful interaction?
On the flip side, if an employee is focusing too much on emotions, try to find out what triggered those feelings. While emotions are a natural part of conflict, they should not dictate the resolution process.
Step 2: Increase Understanding and Awareness
The next step is to help each employee gain a deeper understanding of the conflict—and of each other.
“It’s important to determine how much of the conflict stems from differences in personality,” says Lisk. Taking the time to understand each person’s communication style and behavioural tendencies can be invaluable. This is where a scientifically-backed assessment, like DISC, can offer powerful insights.
DISC assessments reveal key aspects of employees’ behavioural styles, motivations, and levels of emotional intelligence. By understanding these factors, you can better identify the root causes of conflict.
Chris Young of The Rainmaker Group adds, “I would ask team members to suspend judgment and approach the situation with curiosity. Once they complete their assessments, I would debrief them together. The differences between them may simply come down to contrasting communication styles.”
Step 3: Clarify Misunderstandings
With a new understanding in hand, it’s time to bring the employees together to clear up any misunderstandings. Encourage both parties to share their perspectives, clarify their intentions, and address any misconceptions. Make sure to model active listening during this process.
By laying everything on the table and coming to a shared understanding of what has occurred, both employees will feel heard and validated. This mutual clarity is essential for resolving the issue and moving forward.
Throughout the process, keep referring back to the data from the assessments. For example, if the conflict is centred on a project deadline, you can use the insights from The 12 Driving Forces assessment to explore whether differing motivations or work styles played a role. Reframing these differences as complementary can help both employees appreciate their unique strengths and move past the conflict.
Step 4: Identify Common Goals and Interests
Once the immediate conflict is resolved, it’s important to build on the newfound understanding by fostering a sense of connection between the employees. Using a DISC Comparison Report, you can highlight areas where they share common goals or interests. This data-driven approach can reshape their perceptions of each other, reinforcing the idea that they’re working toward the same objectives as part of a team.
However, don’t force a bond. Employees don’t need to become friends; they need to remain professional. Focus on shared goals and collaborative success, rather than personal relationships.
Step 5: Make a Plan to Move Forward
Resolving the conflict is just the beginning. Use the insights gained from the assessments to create a plan for how the employees can work together in the future. Ask questions like:
- How can they prevent similar conflicts from arising?
- What steps will they take if a similar issue reoccurs?
- Do they have the tools they need to move forward productively?
Check in with both employees after a resolution is reached. These check-ins don’t have to be formal; a quick coffee or a casual chat can provide valuable insight into how they’re feeling post-conflict.
Continue to monitor the situation as needed but adopt a hands-off approach if things are going well. Giving your employees the space to manage themselves promotes trust and can lead to a stronger, more cohesive team environment.
Ready to Improve Conflict Resolution in Your Team?
At The DISC Agency, we provide the tools and insights needed to turn workplace conflict into opportunities for growth. If you’re looking to strengthen your team’s communication and conflict resolution skills, we can help. Contact us today to get started. 1300 690 469 or support@thediscagency.com.au
Original article written by TTISI Jaime Faulkner
View our Sample TTISI DISC Profile
View our Sample TTISI TriMetrix Report
View our Sample TTSI EQ Profile
