Accountant and Bookkeeper Articles

12 Steps in Negotiating an Equitable Solution

Conflict isn’t always a bad thing. It’s a red flag that alerts you to a situation that needs to be addressed in order for employees and supervisors to enjoy a healthier work environment. In fact, when you approach conflict with the intention to negotiate an equitable solution, you can achieve greater understanding and perhaps find a resolution that greatly improves things altogether.

But in order to find that equitable solution you need to know how to resolve conflict. In this series we will present key steps that will help you do that. And this particular article will examine the first 6 of 12 steps in practicing conflict resolution in the workplace:

1. Don’t ignore the conflict.

There are some problems that should be allowed to sort themselves out. But when a conflict begins affecting multiple parties and the work climate, a manager may need to step in and apply the following steps in workplace conflict resolution. Otherwise, when involved in a conflict with another employee, you may consider taking the following steps yourself.

2. Gather all parties for a discussion.

It helps to have everyone present to voice their perspective. When you isolate parties and have them present their views, you add an extra, unnecessary step into the process that does little more than allow employees to vent in attempts to bias your opinion of the conflict.

3. Recognize that the conflict should not pit employees against one another; it should pit employees against the problem.

The biggest problem in workplace conflict is that people begin to see themselves in conflict with coworkers rather than problems. When employees realize that they can join forces to resolve their common problems, it becomes easier for them to talk through their conflicts. In order for conflict resolution to be successful they must stop seeing their coworkers as opponents.

4. Determine exactly what the conflict is.

What, exactly, is the problem? Often employees are stewing over different issues without even realizing it. When you’re able to pinpoint all the issues and articulate why they’re problematic, you have a starting point from which to find equitable solutions.

5. Identify shared concerns.

Your discussion will have a friendlier tone when you attempt to find shared ground-what do you agree on? While parties may not see eye-to-eye on some issues, they should be able to find common concerns. If all else fails, you should attempt to agree on the importance of resolving the conflict. Most conflicted parties should at least be able to agree on that.

6. Distinguish facts from opinions.

Once employees have shared their opinions it’s time to note the facts. It’s important to realize that fact and opinion are often two separate things. In fact, this step alone might clarify the problem for both parties and enable them to gain necessary perspective as they realize that perhaps the problem wasn’t what they had initially imagined.

Almost everyone encounters conflict in the workplace at least once in their careers. And if you plan to manage others, your chances of encountering conflict are even more likely. It’s important that you learn how to resolve conflict not only between you and other employees, but also among coworkers you might eventually supervise.

Return next week when we will discuss the following:

7. Step away, if necessary.

8. Listen actively.

9. Be willing to compromise.

10. Brainstorm solutions.

11. Identify equitable solutions.

12. Consider the one the best suits everyone’s needs.

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