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Lesson 6.9 of 10Module progress: 11 of 14

Supervisor Foundations · Lesson 6.9

RESOLVE WHAT CAN BE RESOLVED

Not every conflict needs to become a major disciplinary matter.

Some everyday problems can be resolved through:

  • clarifying roles
  • correcting misunderstandings
  • agreeing on communication
  • changing a process
  • setting boundaries
  • documenting expectations
  • arranging follow-up

The goal is not always:

“Who wins?”

Sometimes the better question is:

“What needs to change so the work can continue professionally?”

Poor

“You two figure it out yourselves. I don’t want to be involved.”

Better

“Let’s identify the specific issue, agree on the workplace expectation and decide what each person needs to do differently.”

WORKPLACE EXAMPLES

EXAMPLE 1

Two employees argue over shared equipment.

BETTER RESPONSE

A clearer booking or handover system may resolve the problem.

EXAMPLE 2

One employee believes another ignores messages.

BETTER RESPONSE

They agree on which communication channel should be used for urgent work.

EXAMPLE 3

Two staff members have very different working styles.

BETTER RESPONSE

The supervisor focuses on required behavior rather than forcing friendship.

EXAMPLE 4

A conflict includes repeated threats and intimidation.

BETTER RESPONSE

That is no longer an ordinary disagreement and may require escalation.

Remember

Coworkers do not have to become friends.

They do need to behave professionally.

Workplace action

For a current conflict, ask: What specific change would allow the work relationship to function better?

Quick Check

What is often the best goal in ordinary workplace conflict?