Leadership and team members will never agree on everything and sometimes the solution is to agree to disagree. However, there are other moments where one party may feel compelled to finalize the conversation by having the last word, which can be frustrating, particularly when it is done in poor taste.

It may be natural to continue to make a point clear because everyone wants to be heard and acknowledged. When there is a conflict between the leader and the employee, however, it can create tension within the team and minimize organizational effectiveness.

The dilemma can be whether to ignore the resentment brewing on the inside or address the unspoken issues. A solution may be found in these five tips to address conflict in the workplace.

Act quickly

It is a mistake to think that conflicts will resolve on their own. Arguments may cease for a moment but at the right time, they will escalate to another level if left unmanaged. Confront the frustration right away.

Seek a mediator

Sometimes it is difficult to eliminate conflict alone and engaging a trusted, neutral human resources representative who can listen to both points of view could be beneficial. This third party would consider the issue from an unbiased perspective and offer constructive advice and feedback.

Meet in the middle

Resolving issues requires compromise from both parties. It is important that each person feels heard and has a voice in the matter, which could reduce the propensity for tension and grudges. It may even be possible to embed aspects of both ideas into a single approach that everyone can agree on.

Look for a hidden problem

Disagreements may appear to be about one thing (decision making power or setting deadlines, for example) when the issue is really about something much deeper (respecting the employee’s work). It is important to have transparent conversations that lead to identifying the underlying need and diffusing the conflict.

Create a safe space to air disagreements

If employees feel that they are discouraged form sharing frustrations or worries, those concerns get bottled up and, like opening a shaken carbonated drink, can explode at the most inopportune time. Create a time for one-on-ones outside of employee performance positioned as an open-door policy. Make certain you are in a space that supports confidentiality for private matters.

While not easy, managing conflict is a key part of work life. Addressing the issue before it snowballs out of control and allowing for space and time to think is key to diffusing the issue. Finally, while the first inclination may be to resolve the argument quickly, timing is everything in finding a long-term solution.