The compromise approach is relevant in the case of structural problems that relate to process, task, or content of work. They are concrete challenges, in a non-conflictual relationship, where each party renounces to an objective or their interest in order to attain a common objective or a superior interest that is mutually satisfying.
The compromise approach remains inefficient in the case of a conflictual relationship. The relational conflict is different from the structural conflict in its emotional component. Compromise is not a conflict resolution strategy, and when used in these circumstances, always leaves a bitter aftertaste.