1. Timely intervention and understanding of the situation: Once conflicts are discovered between employees, they should immediately intervene as managers or mediators, talk to both parties separately, listen to their respective positions and demands, and understand the causes, processes, and core points of dispute of the conflicts. Maintain a neutral attitude, do not favor any party, and ensure comprehensive understanding of the situation.
2. Organize communication meetings to promote dialogue: After understanding the positions of both parties, arrange a formal communication meeting, invite both parties to participate, and if possible, invite an impartial third party as a witness or mediator. In the meeting, encourage both parties to directly express their feelings, needs, and expectations, while guiding them to communicate in a positive and constructive manner, seeking common ground and solutions.
3. Develop solutions and follow up on implementation: Based on the results of communication meetings, discuss and determine solutions with both parties. The solution should take into account the interests of both parties and ensure fairness and impartiality. Clearly allocate responsibilities, execute steps and timelines, and establish follow-up mechanisms. During the implementation of the solution, continuously monitor the progress, coordinate and resolve potential new issues in a timely manner, ensure effective resolution of conflicts, and restore a good working atmosphere.