How To Use The Best Employee Conflict Resolution Template For 2022

Unsure how to explore solutions to deal with conflict in the workplace? Using our employee conflict resolution template will help you appropriately solve problems with ease. As a crucial part of team training, it's essential to understand the different styles of conflict resolution and the various ways you can resolve it. But how do you even start putting the vital process together?

In this guide, we're going to show you why you need to have workplace conflict training in place and what our template looks like that you can use during our free 7-day trial.

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Why do you need a workplace resolution conflict process?

It's unpredictable how colleagues will get on in the workplace. With different values, personalities, opinions, and ideas, you may have to identify solutions to resolve conflict between various parties involved on multiple occasions.

Conflicts can be disagreements working on campaigns or projects with other stakeholders, understanding which team member is responsible for anything work-related, trivial arguments about food in the fridge, or the aircon being on too low. Even personal life emotions can come into play while in the workplace. The list of workplace conflicts to resolve could take up a role for a team member in the human resources department to handle if they aren't dealt with accordingly.

The best way to learn how to resolve conflict in the workplace is to make sure you have the process in place and brainstorm solutions ready to use to tackle all styles of conflict as soon as possible.

Why use the Coassemble employee conflict resolution template?

It's not uncommon for many workplaces to be unsure how to put together the employee conflict resolution process. Our template is ready to get you started, so you won't have to put off crucial training all businesses need to have in place.

If you're unsure what the employee conflict resolution process should look like, our template is a valuable resource to get your training started. Use our polished conflict resolution training course template, and feel free to make it your own by editing the text, images, branding, and adding or deleting screens.

As an interactive course, you'll be able to make training engaging that your managers will pay attention to and will have actionable steps they need to complete.

This valuable information will help you improve and update workplace conflict training as and when you need to.

What our conflict resolution process template looks like

We're going to break it down so you can gain a good understanding of what our workplace conflict resolution template looks like. As we mentioned above, you can edit this template as much as you like and add and delete screens where necessary.

Let's get started.

Start with a welcome screen

Start the workplace conflict training with a welcome screen simply by using the easy-to-use Image and Text screen. You can upload an image using Unsplash in our image library if you don't have the relevant brand imagery. Unsure what to say? Simply mention the importance of workplace conflict resolution and what you're going to be going through in the training.

Workplace conflict definition

Understanding how to resolve employee conflict starts with understanding what it actually means. We've used the Accordion Screen to share some vital terminologies, so your managers understand what it truly means. Simply click on each title to reveal the definition. This includes the following:

Conflict

In this section you might like to break down what a conflict means and how it happens in the workplace.

Conflict resolution

Define the term conflict resolution by informing your managers that it is a process all parties involved will need to go through in order to reach an outcome.

Active listening

Part of the conflict resolution process will be to include active listening, which is not just about hearing what is said, but ensuring each party listens to each other and understands their thoughts and concerns to reach a positive outcome.

Mediation

Mediation is the process where human resources or the line manager will come in to help mediate all parties involved while resolving workplace conflict.

Empathy

Every workplace needs empathy when trying to resolve disputes. This shouldn't just come from the human resources team, but it should come from all employees involved in resolving conflict.

Styles of conflict resolution

We've used the Image Click Screen to determine the five different styles of resolving conflict so you can explore which one will best suit the different situations you are faced with.

Understanding when and how to use these five resolution styles will help you manage your team effectively and improve the workplace environment and productivity. We're sharing pros and cons for each style in our template, but you can edit it to how you'd prefer to share it.

Accommodating

Being accommodating can take employees' stubbornness to accept, which might cause further resentment and problems within the workplace. But, if you can guide the employees involved to be compassionate towards each other, you can quickly resolve the issues at hand.

Avoiding

Avoiding conflict means avoiding the situation altogether, which has its pros and cons. On the one hand, employees differing opinions can be easier to delay dealing with the problem rather than heading headfirst into a heated debate. Give the employees involved a chance to cool down and then follow up and talk through their behavior when they are more level-headed to find common ground and perspective.

Be careful not to avoid the situation for too long as it could have a worse effect and could make the manager look like they can't handle work situations or get to the root cause to avoid gossiping and more staff members getting involved when unnecessary.

Compromising

Before you go down the path of disciplinary action, you could easily prevent conflicts simply by using the compromising style—this is where the key players will meet somewhere in the middle.

The compromising style is best used when the workplace conflict isn't affecting either party. Although all staff members involved won't get the outcome they wanted, sometimes it's best to agree to disagree and move on without wasting more time than needed. This mainly works during making decisions while working on a campaign or project.

Competing

The competing style approach is for those who are assertive and unwilling to back down from their opinions. This conflict-based resolution tactic is used when the outcome is more important than the other party involved. It's best not to use this workplace conflict resolution style in the office against employees. This is best used if you're working alongside another company for a client. If you use this in your own office, you'll likely change the work environment, and the company culture could begin to change.

Collaborating

A collaboration style involves listening to all participants during the meeting while communicating during the conversation to come to the best outcome. Address all perspectives to help them feel valued and respected, which will help keep emotions at bay and disputes to a minimum going forward.

Resolving Conflict

Our next screen brings you to an understanding of how to resolve conflict. We've used the Flow Chart Screen to show you how to resolve the dispute using the collaborative style, but you could use whichever screen you like! This is a fantastic screen to showcase how you can fix the conflict using the different styles.

We've addressed the collaborative style by using the following titles, which briefly describe what to do.

• Identify the source
• Find a calm, suitable place to chat
• Listen actively to both sides
• Investigate the situation
• Generate a list of possible solutions
• Agree on the solution
• Evaluate the process and solution
• Determine preventative strategies for the future

Seeking help to resolve the conflict

Sometimes workplace conflicts can take longer to resolve. Managers may need to seek help from the human resources team to get the conflict resolved if the dispute is difficult to get all participants to agree.

In this section, we've used the popular Timeline Screen to easily map out how a manager might need to seek help from other employees.

Abuse

If a team member is becoming abusive towards members of staff, you may need to call the police.

Harassment

If the situation becomes out of hand and employees are being harassed, you may need to call in senior management to address it.

Legal Advice

Legal advice might be needed if the root cause hasn't been addressed and the conflict becomes out of hand. It might also be required when working with external companies as well.

Extra Training

A manager might need extra training to help them deal with other employees when addressing conflicts.

Legal Disputes

One of our final screens for identifying workplace conflict training includes a Legal Disputes screen.

If a legal dispute arises in the workplace, you must be aware on how to seek the right kind of help.

We've used the Springy List Screen to highlight the vital list, so all you need to do is click on each title to reveal the description.

In this screen, we've included the following content:

• Keep records
• Speak to your manager
• Ask for legal advice

Thank you screen

We always like to end our training templates with a thank you screen. This is a good way to acknowledge your employees for taking part in the online training so they can learn new skills and grow with the company.

Conflict resolution quiz

At the very end of the employee conflict resolution training template, we've included a quiz for your managers to complete when going through the training. While you can add a quiz screen throughout the training, it's a fantastic way to quiz employees, so they genuinely understand training.

A great thing about adding in a Quiz Screen is that you'll be able to see in the analytics what questions they spent a long time on and which ones they got right or wrong. These insights will help you improve any other lesson screens to make it easy for employees to engage and learn.

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