Which approach should a manager take to effectively resolve staff conflicts?

Mediating the conflict is the most effective approach for a manager to take when resolving staff conflicts because it promotes open communication and understanding between the parties involved. In a mediation process, the manager acts as a neutral facilitator, allowing both sides to express their perspectives and feelings. This helps clarify misunderstandings and creates an opportunity for collaborative problem-solving.

By addressing the issue directly through mediation, the manager helps to foster a positive work environment where employees feel heard and valued. This can lead to stronger teamwork, improved morale, and a more cohesive workplace culture, as employees learn to resolve their disagreements constructively. Additionally, resolving conflicts rather than ignoring them helps prevent escalation, which could disrupt team dynamics or affect productivity.

In contrast to mediation, ignoring the issue can lead to unresolved tensions that could grow and negatively impact the work environment. Choosing sides based on popularity can breed resentment and division among staff, while transferring employees involved in the conflict does not address the root cause and may simply relocate the problem rather than solving it.