What is the best first step for a supervisor to take when resolving a conflict between employees?

Having the employees describe in writing the specific actions they find objectionable is a constructive first step in conflict resolution. This approach encourages the employees to articulate their feelings and grievances in a clear and structured manner, which can help in identifying the root of the conflict. Written communication can also serve as a reference point for the supervisor later in the resolution process.

By documenting their concerns, employees can reflect on the situation more critically, and this can pave the way for productive dialogue. It sets the stage for a more focused mediation process, if necessary, and ensures that both parties feel heard and understood about what specifically caused the conflict. This step also creates accountability and can provide insights into how to avoid similar issues in the future.

Encouraging employees to express their concerns in writing also reduces the risk of miscommunication that can arise from verbal exchanges, and it allows the supervisor to better prepare for potential mediation sessions. This method fosters a constructive conflict resolution atmosphere where employees can express their viewpoints while the supervisor ensures a fair process.