Sometimes it is better to wait and do nothing, as it is not always clear what consequences a conflict may lead to. But you also cannot be sure that it will resolve itself. This approach works when emotions subside. However, there is always a risk that there will be more problems.
Method 3. Concessions
This method is suitable when one party is ready to job function email list compromise for the sake of peace. For example, if a manager realizes that he has made a mistake, he can accept his colleagues’ proposals to resolve the crisis. Compliance is useful when:
- One of the parties has a greater interest in the outcome.
- We need to maintain good relations.
- The situation requires immediate resolution for the benefit of the entire team.
Method 4. Smoothing
If the differences between the parties are small, you can try to smooth things over. This method is especially appreciated by those leaders who prioritize unity get rid of the “i’ll think about it” syndrome and cooperation. Smoothing out allows you to strengthen the relationship and create an atmosphere of trust. Thanks to this, all parties feel like winners. This is an ideal option when both parties want to achieve a common goal and are willing to compromise on small things.
Method 5. Hidden actions
The idea behind this tactic is that one side may try to resolve the issue secretly, hoping for a positive outcome for everyone.
This strategy is used in cases:
- If open confrontation could worsen the situation.
- When the opponent does not adhere to the generally accepted rules.
- If one side significantly dominates the other.
- When it is important to maintain the company’s reputation.
But this style of behavior does not always lead to the b2c fax expected result, since this approach has many consequences. Dissatisfaction of participants, possible sabotage, loss of trust in management and the spread of rumors are all risks of covert actions.
Method 6. Quick Solutions
This method is needed when there is no time for lengthy disputes and it is necessary to quickly and successfully resolve the conflict. Here, logical argumentation and a willingness to seek a compromise are required on both sides. The faster the decision is made, the less likely the conflict will leave noticeable consequences.
