The factual argument is interesting. The two colleagues may have been in the same scene, but everyone remembers it differently. Both believe that the conflict would be over if they could only convince you and your colleagues of their point of view on the facts. The problem is that even if you had been there, try counterproductively to convince others of your point of view, because without credible new information, they probably won`t change their minds about what happened. The best way to conclude this trap is to accept a disagreement and continue. If a complaint is serious or the person wishes to be formally investigated, they should have the right to follow a complaint. If there are serious incidents, such as allegations of harassment or discrimination, persistent harassment, or non-verbal abuse or physical intimidation, they should be treated and taken seriously. The most appropriate measures to resolve conflicts vary depending on the circumstances. Conflicts can be resolved first by paying close attention to the needs of staff, maintaining organizational hierarchy, organizational development, disciplinary action, focusing on interests and rewards, emphasizing conflicts of interest and ethical conflict resolution, establishing good communication, certain tasks, maintaining disciplined attention and effective team management.
To build good working relationships and help your team succeed, ask your personaL team to help you explore different types of management development, wellness and conflict management training. The majority of your employees want to reach agreement on solutions and solve problems. They want to have a positive relationship with their staff. They want to be thought of positively, and they are looking for a place on the list of good employees. With so many different experiences and perspectives, we tend to see the world in different ways. This means that we react, in our own way, to different situations in the workplace and that we influence the relationships we have with our fellow human beings. This diversity of experiences and thoughts is a good thing, but it can sometimes create misunderstandings and conflicts between people. Inform all parties of the differences of opinion that you expect them — and you know they will do their job with excellence and maturity — to accomplish their duties. Explain that you are observing the situation and will take other steps if they fail to resolve their differences.
Why rely on mediation and not your authority? Rather, their colleagues own the decision and follow with it when they are involved in doing so. If you dictate what they should do, they will not have learned anything about conflict resolution themselves. On the contrary, they will have become more dependent on you to discover their differences for them. Remember that you don`t need to choose a meeting mode and stay there throughout the process. You can switch between modes. However, our research suggests that it is more effective to start separately and build empathy, then move on to a common solution than to start together and meet separately. If employees disagree, their productivity decreases and disagreement can become a destructive conflict. As a small business owner, you show leadership in finding ways to resolve labour disputes while preserving the dignity of all stakeholders.