Resolving Work Conflicts

Resolving Work Conflicts You know what happens when you are around someone 12 hours a day for multiple days? One of you is bound to get on the other one's nerves. It’s human nature. So what is the best way to resolve conflicts within a work setting?

Accept Reality Accepting reality means that you accept there will be conflicts at times with those you work with. It is highly unlikely every nurse is going to agree with the nurse standing next to them on every occasion. As a professional, we should all have the ability to have a difference of opinion, settle it, and move on. Holding a grudge is unacceptable in a working environment.

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Working out the Conflict  Talk with the other person involved; ask if you can meet in private to talk without any interruptions. 

Focus on the incident itself, and not personalities. Avoid saying you always, and you act like. Nothing you say will change someone's personality, and it should not be about their personality, but rather about the situation at hand. Describe the exact incident that created the conflict. Explain your reason for being annoyed or upset, and then listen as they explain their side. Then see if you can both agree on a solution. Always make sure you do listen to what the other person is saying, this is where good communication is essential. If you fail to understand the other person’s perspective, ask for more clarification, it lets them know that you really do want to see their side of the dispute.

Stick with the discussions until you’ve worked through each area of conflict.

Maintain a collaborative, “let’s-work-out-a-solution” attitude.

Look for opportunities to point out the progress.

Compliment the other person’s insights and achievements.

Congratulate each other when you make progress, even if it’s just a small step. Your hard work will pay off when scheduled discussions eventually give way to ongoing, friendly communication.

Assistance from Human Resources In the event that a conflict cannot be resolved, it may become necessary to ask for assistance from your human resource department. This should be avoided if possible, however if needed, they are there to help in situations such as conflicts. In the event you speak with HR regarding a conflict with a coworker, be realistic. Don’t point fingers and assign blame. Accept some of the responsibility, put some blame on you, and try to have a possible solution that would be acceptable to all parties involved. Accept your human resource departments advice, Accept recommendation, even if it is not something you agree with. Resolve the conflict, and move on without holding resentment.

Related: Patients with Fibromyalgia Never discuss the problem with a coworker, with yet another coworker, this is common, and it is never a good idea. This often starts rivalries within a department, and this is frowned on by upper management. If questioned by coworkers, a good response is, “We worked that out, and then let it go.”

When people work together in stressful environments such as a hospital, conflicts are going to come up, it is natural and to be expected. The conflict is actually secondary; the way the parties involve handling it is what is important.

Another thing to keep in mind is that there are no winners or losers in workplace disputes. Those of us with strong personalities often have a difficult time backing down, and accepting that things did not go our way.

The number one priority is that any issues get resolved, and the work environment is unaffected. A hospital environment is very stressful, and the top priority should be that everyone work together, and for the good of the patients. Resolve any conflicts quickly, and then move on, there are patients that need their nurses full attention.

Related: Leading Registered Nurse Patricia Gaye Proo, RN to be Published in the Worldwide Leaders in Healthcare as New Member of the International Nurses Association Please follow us on Facebook, Linkedin, Pinterest and Twitter