Conflicts in the workplace cause undue stress to all people in the organization, and they can also be very costly. In a 2005 report filed by Warren Shepel, around 16 percent of employees believe that a weak relationship with their co-workers and the management is a major source of stress. Moreover, the same report pointed out that this kind of stress causes the company to lose as much as a billion of dollars.

The truth is, no one can avoid workplace conflicts. But that should not be an excuse to let them last for a very long time. There are many ways on how to settle issues within the organization. You can begin with these two ideas:

1. Ask a mediator.
It is normal for parties to settle among themselves, especially if the issues are petty. However, it is always best to bring the conflict to someone who is going to be non-biased, has an attentive ear, and can allow all sides of the story to be heard. It pays to have an arbiter around.

An arbiter can perform plenty of functions. First, he or she can help identify the issue. There are many reasons for workplace conflicts, but usually, they all boil down to one thing: lack of proper communication.

The mediator then has to listen to every story. Sometimes he or she does this in the presence of all involved. The arbiter can also talk to all involved personalities one by one. Though the former is ideal, the latter is advisable if both parties are still not in the right frame of mind to discuss the problem rationally.

After all sides are heard, the arbiter can then make his or her own assessments. He or she can also begin the solution brainstorming, and it is up to both camps to contribute their own solution to end the conflict.

2. Turn the attention to you.
Regardless of whatever conflict you are in, your first instinct when in a fight is to point your finger to somebody else. It is hard for anyone to take the blame on oneself.

However, as an employee, it is time to be accountable of your own actions before conflicts can produce damage to the whole operations.

One of the bravest steps you can take is to assess your participation in the conflict. You may not be the main reason of the disagreement, but you may have contributed something to it. Once you discovered your participation, make the necessary steps to correct the mistake, even just saying a simple “sorry”.

It also helps if you will take some time away from all the controversies. A little step back can allow you to slow your emotions down and become more sensible about dealing workplace conflicts. Moreover, as the old Swedish proverb says, “Whine less and breathe more.”