Conflict in the workplace is inevitable. At times it can be a healthy, positive force that fuels creativity and furthers understanding between employees. But when taken too far, conflict becomes highly disruptive. It can damage morale, erode productivity and, in rare occasions, may even turn violent.

From a pure risk management perspective, it’s vital for organizations to understand how to manage conflict effectively and avoid destructive confrontations.

Knowledge and preparation are the best ways to minimize counterproductive disputes. Here are eight constructive techniques that can help prevent and resolve conflicts in your organization.

1. Address conflict early. Ignoring a conflict won’t make it go away; it will only fester, allowing negativity to breed in the workplace. In fact, many performance problems reach crisis proportions as a result of a delayed response to conflict. Don’t put off your responsibility. Always confront problems before they escalate.
   
   
2. Establish company policies. Your employee handbook should include a simple, understandable procedure for resolving disputes in a fair and consistent manner. It must also make clear any policies your organization has for handling workplace violence. All employees should be required to read and sign the handbooks. Once awareness and understanding are in place, be sure to enforce the handbook’s clear standards of conduct.
   
   
3. Listen to angry employees. Angry employees may appear to want a specific issue addressed but often they also just want to be heard. Allow employees to talk without interruption. By demonstrating respectful concern and sincerity, you can dissuade them from displaying any further aggressive behavior. Moreover, the individual’s act of sharing his or her feelings over what’s wrong can clear the way for solutions to naturally emerge.
   
   
4. Respond with the right words. There are many available resources to help managers use the right language in conflict situations, and none advise yelling or threats. To effectively diffuse a situation, respond calmly using a concerned, non-confrontational tone. Deal with the person’s feelings first, then move to the issues and problem-solving. Ask the individual to describe his or her perceptions of the problem. Conflicts often boil down to misunderstandings about information, so be sure to clarify the true nature of the conflict.
   
   
5. Train managers to do the same. With the right tools, managers and employees can learn to handle conflict effectively. Provide training opportunities to help them improve their skills in mediation, communication, and problem solving.
   
   
6. Encourage openness. Foster an environment that promotes healthy, positive communication. Give employees regular opportunities to express their concerns. Something as simple as an open-door policy or management-by-walking-around can encourage employees to reveal conflict whenever it arises and prevent issues from becoming all-out arguments.
   
   
7. Cultivate teamwork. Creating a culture that values collaboration can help reduce counterproductive conflict. When employees agree on values, mission, and goals, they are less likely to quarrel. Solicit their participation in decision-making on important issues, and encourage them to seek mutually beneficial solutions. By investing in leadership activities that leverage the team efforts of employees, you’ll avoid the inordinate time and energy needed for conflict resolution.
   
   
8. When necessary, ask for help. It’s never a sign of weakness to seek assistance. A human resources professional or an experienced third party mediator can listen to both sides, facilitate problem-solving, and offer an unbiased perspective, while maintaining confidentiality.

Wipfli's HR consultants and employee benefit specialists can provide the tools and support you need to manage your people effectively. For more information, contact your nearest Wipfli office location.