Conflict in an office environment can quickly lead to a downward spiral in productivity and morale. Learning to manage conflict and mediate is an essential skill for any human resources manager. Allowing conflict between workers to get out of hand can all too easily ruin the atmosphere of the office environment, leading to a tense workplace that is too stressful for quality work to be done. Spotting the seeds of conflict early on and dealing with the problem before it can spread is one of the most important responsibilities any effective human resources team has.

A conflict between colleagues can erupt over the smallest of issues. Disagreements over who's turn it is to wash the dishes in the company kitchen can be the root of a long standing grudge that ultimately hinders company productivity. Combating this kind of office grudge can be difficult, especially when employees are reluctant to involve the management. Higher management may find itself ineffective in mediating such disputes because employees think their complaints may reflect negatively upon themselves.

To effectively root out conflict it is sometimes necessary to hire an outside party. When conflict seems to be out of hand in an office, it can sometimes take the trained ear of an ombudsman to find a solution. Although existing management may be able to assist with small problems, it can be very difficult to eliminate a general air of hostility without the promise of anonymity.

Anonymity is precisely the advantage offered with an ombudsman. An ombudsman can field complaints within the office and offer helpful suggestions as to how those conflicts might be resolved. Although an ombudsman is typically found in larger corporations, they are a growing trend at smaller organizations as well. With the outside ear of an ombudsman, employees are more willing to get to the root of the problem, explaining the issues that are causing strife within the office.

An ombudsman can also predict problems that might occur in the future based on current company policy. Bad job descriptions or a vague performance evaluation system can easily lead to conflict, and an effective ombudsman can help a company develop solutions to those budding problems. Instead of spending valuable company time defusing conflicts between employees, a human resources department can be freed to focus on other activities, such as training.