Conflict management as a manager – an opportunity for development
Conflicts in the workplace are inevitable, but when managed correctly, they can become a source of growth and success. They rarely arise out of nowhere but are often a result of how we interact with each other and handle our tasks. Conflict management is therefore a natural part of a manager’s role. While it may not be the most anticipated responsibility, it is crucial for creating a safe and productive work environment. Ignored or poorly handled conflicts, on the other hand, can lead to a negative atmosphere, decreased performance, and, in the worst case, health issues.
Proactivity – creating security to prevent conflicts
An important step in conflict management is working proactively. By fostering a culture of psychological safety, you can reduce the risk of conflicts before they even arise. When employees feel safe to express themselves, ask questions, and share ideas openly, they are also more likely to raise concerns early.
In our Puls+ ERM platform, managers can measure the psychosocial work environment and receive support in actively improving feedback, communication, team cohesion, and other factors that contribute to a psychologically safe workplace. Additionally, they can schedule and document meetings within the platform. This makes the tool valuable for both proactive work and the immediate handling of conflicts.
Five steps to effective conflict management as a manager
1. Acknowledge the Conflict and Act Quickly – As a manager, it is crucial not to ignore a conflict. The sooner you take action, the lower the risk of escalation.
2. Gather Information and Understand the Root Cause – Before bringing all parties together, take the time to speak individually with those involved. Ask questions, listen actively, and try to understand the underlying cause of the conflict. Is it a communication breakdown, lack of resources, or a clash of personal values?
3. Conduct a Structured Conversation –
When gathering the involved parties, ensure that:
A neutral location is chosen.
Ground rules for the discussion are set (e.g., respect, active listening, no interruptions).
A mediator, such as HR, is involved if needed.
Make sure everyone agrees on what the core issue is before moving on to solutions.
4. Collaborate to Find a Solution – Once the root cause is identified, the next step is to work together to find a solution. As a manager, your role is to facilitate the process and ensure that both parties feel heard and involved.
Find common ground – Identify areas where both parties can agree, such as a shared goal.
Explore solutions together – Encourage both individuals to suggest solutions and evaluate which ones are realistic.
Clarify commitments – Define who will do what and within what timeframe.
Document and follow up – Summarize the agreement in writing and schedule a follow-up meeting.
If the situation is too complex to resolve internally, external support from HR or a workplace consultant may be necessary. Contact Puls Solutions to get assistance from our workplace environment experts.
5. Document and Follow Up – Conflicts are rarely resolved in a single meeting. Once an action plan is in place, follow up! Schedule a check-in meeting two to three weeks later to assess how well the solution is working.
Through the Puls+ ERM platform, managers can easily document the handling of conflicts, schedule follow-ups, and ensure that lessons from past conflicts contribute to improving the work environment.
Finally: Learn from every conflict
Every conflict provides insights into team dynamics, communication, and the organization’s resilience. By reflecting on the conflict management process and learning from it, you can strengthen both your leadership and the company’s conflict resolution strategies.
However, sometimes lessons learned and attempts at resolution are not enough. In cases where conflicts have become so deeply rooted that resolution efforts fail and the workplace is negatively affected, labor law measures such as reassignment or termination may become necessary. Having the courage to act in these situations is crucial to maintaining a healthy workplace culture, preventing further workplace issues, and ensuring organizational efficiency.
With the right tools, reflection, and a committed leadership approach, you as a manager will be well-equipped not only to handle future conflicts but also to turn them into opportunities for growth and improvement
