Identify the most common workplace conflicts at your location, so that you might design a program that specifically targets those conflicts. Although you will not be able to create a plan for every conflict --- because you may be surprised by conflicts you had not anticipated --- you can create a plan that encompasses most of the existing problems or those conflicts that have previously occurred.
Decide on a process for resolving conflicts. Depending on your personal preferences, your work environment, the number of workers, and the type of conflicts you anticipate, you can elect to handle this matter in several ways: 1) you might have employees attempt to iron out their differences and agree to work toward common goals --- with the assistance of a mediator, if necessary; 2) you might send your employees directly to mediation; 3) you might request, in certain situations, the intervention by a third party, who would be responsible for solving all conflicts without the input of those involved. Decide on a process that works best for your business and your situation, and write it down. Depending on your business, you may or may not have access to a third party or mediator, so your plans for resolution must be based on what your business allows.
Create steps to implement the conflict resolution plan and publish the plan in a company news bulletin or handbook. Also, post the plan in a place where all workers have access to this information. Review and discuss these steps and the conflict resolution plan with your staff, as well as your entire company, so that all employees (new and long-term workers) fully understand your newly designed program.