Here's how you can manage conflicts while maintaining productivity.

Effectively managing conflicts while maintaining productivity involves understanding the issues, open communication, and collaboration. Start by actively listening to all parties to identify the root causes. Encourage constructive dialogue using 'I' statements to avoid blame. Focus on shared goals to find common ground, transforming adversarial discussions into cooperative problem-solving. Develop practical solutions together, valuing everyone's input. Implement agreements promptly with clear responsibilities and deadlines. Monitor progress and maintain relationships by fostering respect and ongoing dialogue. This approach resolves conflicts and strengthens team cohesion and productivity.

Effectively managing conflicts while maintaining productivity involves a structured approach. Start by understanding the issues thoroughly. Listen actively and acknowledge all perspectives to build trust. Open communication is essential; encourage everyone to express their thoughts constructively, using 'I' statements to avoid blame. Seek common ground by focusing on shared goals, shifting from adversarial to collaborative discussions. Develop solutions together through brainstorming, ensuring everyone contributes. Implement agreements promptly with clear responsibilities and deadlines. Finally, maintain relationships through ongoing dialogue and respect, fostering a resilient and productive team environment.

The main thing is to let the team members speak out and be sure that they will be heard, then any conflict can be resolved in a short time and the team will always be sure that it is possible to discuss the problem and a solution will be found!

You need not only to communicate, but also to be able to actively listen to team members so that they feel your interest in resolving the conflict and your real interest in what they say!

It is very important to find common interests in resolving a dispute, but do not forget that in the community of interests, the value for each of the same thing will be different.

I always believe that if a ready-made solution does not suit at least one team member, you need to look for a solution again, no matter how difficult it may seem to go this way again.

I believe that after the conflict is resolved, in a few days it is necessary to hold individual meetings with the participants and ask questions: How satisfied are you with the result of the negotiations? Have you started to feel better / Are you satisfied with the result of your work?

The manager always needs to hold meetings with team members in one-on-one mode, not to ask about the results of work, but to be interested in what kind of atmosphere in the team!