The goal is to know friction and worry and deal with it earlier than it rise into a major problem. One point is clear--conflict does not magically go away if unnoticed.
Certain types of disagreement in the workplace, such as sexual harassment and discrimination, are very understandable and readily identified. Other forms of disagreement may not be so easily identified.
Listen to both side of the clash.
Make it clear that you are there only to assist them decide the issue, not solve it for them. They must do persons themselves.
Make it clear that you will be serving both sides, and make sure the people you are mediating for also desire a win-win resolution.
Ask each side to tell you what they imagine the issue is.
Ask them the grounds for why they think so. Often at this point, you may realize that the issues they are chatting about are not the real difficulty.
Keep them talking, if those troubled aren\'t working to decide the disagreement, you can\'t decide it for them
Keep them cool you need to be in charge, not their anger and annoyance.
Once you feel that you have documented the real issue, point it out to them and ask them if they agree.
Ask each side what they would like to see occur, in order for them to feel that the issue has been determined.
Be reminiscent them to be sensible with each other.
Point out that usually, it does need some degree of cooperation and maturity to be reasonable.
The talks are only at an end when both sides agree to a collaboration that is fair and sensible, do not let either side walk away discontented or don\'t try to force an agreement that the sides aren't happy with.
Take everybody out for a beer, coffee, or ice-cream, depending on the age bracket
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