1. Timely communication and listening: Once conflicts are discovered between employees, face-to-face communication should be arranged immediately to ensure that everyone has the opportunity to express their opinions and feelings. Managers or mediators need to listen patiently, without interrupting or drawing conclusions in advance, creating a safe and non threatening communication environment for both parties.
2. Clarify the problem and analyze the reasons: After both parties have fully expressed themselves, help both parties clarify the core issue of the conflict and jointly analyze the fundamental reasons that led to the conflict. This process may involve examining various aspects such as workflow, responsibility allocation, and personal behavior, with the aim of identifying the crux of the problem.
3. Seeking consensus and developing solutions: Based on problem analysis, guide both parties to explore and reach possible solutions. Encourage innovative thinking and seek win-win or at least mutually acceptable solutions. Develop a specific action plan, clarify responsible persons and completion deadlines, and establish a follow-up mechanism to ensure that conflicts are properly resolved and prevent similar problems from happening again.