Lose/Lose Strategy
Since this strategy means that both parties obviously cannot have what they want it may seem completely negative, but this is not the case. The lose/lose strategy can be used to eliminate conflict in three valuable ways.
Compromise
If one party or the other feels that they are giving up too much in a compromise, this doesn’t work to resolve the conflict. If, however, they can stand to both give up something and live with the results, then a compromise is a form of lose/lose that can be effective.
Arbitration
An arbitrator is a neutral third party who is hired to determine how a resolution should be terms. While neither party may be completely happy, both parties do have to agree to arbitration before it gets underway, so they know in advance that they will have to give things up which might be significant.
Apply the Rules
Most workplaces have plenty of rules, policies, and procedures. These rules can be applied to resolve some conflicts, although they don’t allow any flexibility for the particulars of unique needs. If a worker wants special consideration (more flexible shifts for no particular reason, a mid-year raise, extra holidays, a new parking stall, or to change teams [also for no particular reason]), applying the rules can stop the conflict immediately.
Sometimes the lose/lose strategy needs to be invoked when there is not enough time to work through an issue with problem solving, or when neither side can reach an agreement. Keep in mind that this strategy does not really deal with the root problem, and so the problem may surface again. Hopefully, if and when it does it’ll be possible to approach the situation collaboratively.