The first step, communication and coordination must be timely.

Once there is a conflict within the team, managers must coordinate at the first time so as not to affect the cooperative relationship between employees. If the conflict is not handled, it will become more and more difficult and drive the team atmosphere to develop negatively.

Shops are full of work at all times. If communication and coordination are carried out in time, the impact of a divergent event will be minimized, which is conducive to the later work.

The second step is to be good at asking questions and listening.

Trying to understand others, managers should teach employees to listen to each other, learn to put themselves in other's shoes and understand each other's situation, which is conducive to resolving contradictions between them.

If the two sides with differences always stand on their own positions, communication is impossible. To understand others is to let them understand themselves, and the obstacles will be easily removed.

The third step is a good feedback mechanism.

To deal with conflicts within the team, a good feedback mechanism must be formed, and managers should carry out&; Track and observe whether employees really know how to handle their work.

The establishment of feedback mechanism enables managers to keep abreast of the progress of coordination work. If the two parties to the conflict fail to follow the negotiation results, the management should continue to coordinate so as not to affect other work.

The fourth step is not to coordinate communication in negative emotions.

When both sides of the conflict are in negative emotions, don't take any action or communicate with each other. At this time, the most important job is to let them sort out their emotions.

When people are in negative emotions, they often behave irrationally and avoid dealing with any work at this stage in order to reduce the probability of conflict escalation.