Disputes between your employees are inevitable, and if they aren’t resolved, they can affect productivity and reduce motivation. The whole workplace can become a toxic environment if you don’t confront conflict. Managing it can be difficult for many reasons. To help you create a healthy workplace, here are some ways to address common disputes between junior employees. 

1. Identify the source of conflict

The first step in resolving conflict between junior employees is to identify its source. For example, a common cause of conflict could be a lack of communication which can result in poor productivity, tension, and mistakes. Unless you address the lack of communication and take action, it can have an increasingly negative effect. Getting to the source of conflict will involve dialogue and conversations. 

You need to openly discuss the situation without pointing fingers and ensure that you get as much information as you can about the issues. One of the best ways to do this is over a meal. Catercow is an online catering marketplace with vetted catering menus and an office lunch program for employees. You can place an order for a buffet-style meal where you can explore what happened and identify what caused the conflict so you can start finding solutions. 

2. Listen actively and let everyone have their say

Personality and work style differences are the cause of many common conflicts in the workplace. Employees are not always going to like everyone they work with or work in the same way. Everyone sees the world differently, and an understanding of other people’s perspectives helps to create more understanding of why they act the way they do. 

All employees, including juniors, should feel free to articulate their thoughts openly and honestly. Getting them to agree can be challenging, and unless you listen attentively and understand their different perspectives, you won’t succeed in finding the middle ground and coming up with a solution. 

3. Focus on facts and never take sides

A level of mutual respect is important in the workplace, and if you take sides, you won’t earn that respect. Your responsibility is to set the tone for relationships in the workplace, and if you are unbiased in your approach, junior employees are more likely to ask for your help in resolving conflicts. Don’t comment on their characters or their attitudes when speaking about conflicts but stick to the facts. Ask them for their ideas on how they would settle the conflict. 

4. Recognize conflict triggers

At times it isn’t a difference of opinions but attitude or behavioral issues that result in conflicts. Jealousy and a constant sense of competition between junior team members can result in an unhealthy environment. 

If they are always trying to outdo one another rather than collaborating, it can result in resentment, gossip and other toxic dynamics. To prevent these negative emotions, you need to make sure that every junior employee feels their strengths are valued and that they have opportunities to grow. 

5. Actively coach employees 

Active coaching of employees can help them to learn how to respect diversity and individual differences. Coaching employees about different personality styles and work styles, for example, can help to maximize the potential of all team members. It can help all employers to put aside their personal differences to meet the company’s objectives. 

Coaching can help all employees to understand more about how to work effectively together and find common ground. Clearly identifying the responsibilities of each individual and how they can collaborate to meet common goals can often prevent the type of frustration that results in conflict.