How should a nurse manager handle employee conflict?

Promoting understanding and seeking resolution is the ideal approach for a nurse manager to handle employee conflict. This method emphasizes open communication and collaboration, allowing for the exploration of differing perspectives and feelings among the involved parties. By fostering an environment where employees can express their grievances and work towards a mutual resolution, the nurse manager helps to build teamwork, improve relationships, and create a healthier workplace dynamic.

This approach also addresses the root causes of the conflict and focuses on constructive solutions, rather than merely addressing symptom-level issues. It cultivates a culture of problem-solving and encourages staff to engage in future conflicts with the skill set they've developed during this resolution process. Adopting this strategy not only resolves the immediate issue at hand but also promotes long-term employee satisfaction and retention, benefiting the overall organization.

In contrast, avoiding confrontation could allow issues to fester, leading to larger conflicts down the line. Issuing warnings does not facilitate understanding or resolution; rather, it may create a punitive atmosphere that discourages open communication. Escalating conflicts to upper management can undermine the nurse manager's role and responsibility to address conflicts at the team level, potentially leading to a breakdown in team cohesion. Therefore, the chosen approach aligns with effective leadership principles and contributes positively to the working environment