As an HR coach, one of the common issues that you may encounter is conflicts between employees. Every day, it is inevitable that employees will disagree with each other, and this can lead to tension and frustration in the workplace. As a coach, you need to be equipped with the skills and knowledge to resolve conflicts in a swift, efficient, and effective manner. In this blog post, we will discuss how you can deal with conflict resolution as an internal HR coach.

Understand the Situation

The first and most important step towards conflict resolution is to understand the situation. As an HR coach, you must listen carefully to both parties involved in the conflict and ask them to explain their perspective of the situation. Ensure that you do not take sides and keep an open and unbiased mind. Once you understand the issues at hand, you can then proceed to find solutions that meet the needs of both the parties.

Stay Neutral

While dealing with conflicts, it is important that you remain neutral. Often, employees look to HR coaches to resolve their issues as they expect a third-party perspective. In such cases, it is your responsibility to remain unbiased and not favour one party over the other. Your role is to facilitate communication between the two parties and help them come to a mutually beneficial agreement.

Communicate Effectively

Communication plays a significant role in resolving conflicts. As an HR coach, you must communicate effectively with all the parties. Clear communication can help build a bridge between the parties that allows them to better understand each other’s perspectives. This, in turn, can lead to a more effective resolution of the conflict.

Focus on the Solution

In the midst of a conflict, it is easy to get caught up in the problem. However, it is important that you focus on the solution rather than the problem. Encourage both parties to work together to find a solution that meets their needs. It is your responsibility to guide the conversation and facilitate an agreement that is beneficial for all involved.


Conflict resolution does not end with the agreement. Take the extra step to follow up with both parties after the agreement is made. Ensure that they are satisfied with the resolution, and it has been implemented properly. Following up, with employees after a conflict resolution can help build trust and prevent future issues from occurring.

Conflicts within the workplace are inevitable, and as an internal HR coach, your role is to resolve them in a manner that is efficient and effective. Understanding the situation, staying neutral, communicating effectively, focusing on solutions and following up are just a few key steps you can take towards conflict resolution. Keep in mind that every conflict is unique, and there is no one-size-fits-all solution. You must have the ability to adapt to each situation and find a solution that meets the needs of all parties involved. With these tips and a lot of practice, you’ll be able to handle conflict resolution with ease.

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