Handling negative feedback doesn't involve going to anybody - neither the manager, nor the person who gave the PR. Someone giving negative feedback is not supposed to be a conflict in need of resolution. We are talking about a situation where there is a conflict that needs to be resolved, ie that it has already become hostile.
If they are going to their manager, and then the manager, rather than convincing them that they are over-reacting, is instead going to you and telling you that there's something wrong with the feedback you gave, you should handle that negative feedback.
It doesn't matter what I consider a conflict. The fact is someone went to their boss with a conflict because it rose above their threshold of what a conflict is. If one of the parties involved feels there is a conflict in need of mediation, then there is a conflict in need of mediation. Very likely the issue is that the second party didn't realize what they said would cause conflict, which is exactly why the boss should be talking to them.
No one is saying that the boss should be looking for and trying to mediate "conflicts" no one wants them to resolve.
I’m pretty sure the top comment thread was edited because I can’t figure out what we’re debating.
I think the original comment said something to the effect of “employees shouldn’t ever resolve their own conflict, their boss should do it for them”.
I was only trying to illustrate that there are some people out there who are incredibly sensitive and will make a conflict out of the color shoes you’re wearing. Sometimes it’s good to empower an employee to speak their mind about their coworkers hideous color shoes, no need to force boss man to relay the message.
If they are going to their manager, and then the manager, rather than convincing them that they are over-reacting, is instead going to you and telling you that there's something wrong with the feedback you gave, you should handle that negative feedback.