Conflict Resolution at Your Workplace | Jobspivot Singapore

Conflict Resolution at Your Workplace

While we all strive to maintain a harmonious office environment, conflicts are inevitable. With vastly different personalities in the office, conflicts are bound to arise from differing viewpoints. We should hence aim to embrace conflicts and tackle them head-on as soon as possible to prevent festering of negative emotions that could have detrimental effects on the work culture. Here are some tips for conflict resolution in the workplace!

Address It Quickly

Do not bottle up your emotions! Instead of putting a band-aid over the problem as a quick fix, choose to address the root cause of the problem before it is too late.  It is always better to clear the air instead of letting it sit and cause unwanted tension!

Stay Calm

It is normal to get heated up during a conflict and emotions may sometimes get the better of you. Try your best to keep your cool and stay calm. Conflicts tend to trigger strong emotions that can cloud our judgment and lead to a breakdown in communication. In times of conflict, remain logical and try not to lose your temper.

Otherstand each other's wise

Try your best to understand the other party’s point of view. Conflicts usually arise due to differences in goals, values, or perceptions. Give each other time to explain their point of view. More often than not, there are underlying reasons or justifications for one’s actions that may not be apparent until there is proper communication. Trying to empathize with them may help in conflict resolution more easily.


Be willing to give and take when settling conflicts. Conflict resolution is not about deciding who is right or wrong but to strengthen and maintain relationships. Do not focus on winning but on resolving your differences. Find a middle ground after hearing and acknowledging the other party’s stance. People will always appreciate being heard and validated. After exchanging viewpoints, you will find it easier to understand each other’s perspectives and find common ground.

Comments are closed