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Conflict Resolution

 

Preventing Conflict

Very often dealing with negative conflict is reactionary to a situation, but it should be about creating a culture that prevents it. Of course, not all conflict can be prevented, but as Line Managers, having the skills and confidence to intervene early to address minor disagreements to prevent escalation or issues festering, the better the working environment will be to the individual, and therefore individual performance, the wider team and ultimately the business.

Here are some ways in which you can build a culture that aims to prevent conflict in the workplace:

• Understanding your employees as people and as individuals by knowing their own working style as well as what may be happening outside of work

• Identify where there may be tensions in the team and be proactive to drive positive relationships encouraging collaboration

• Set clear goals and objectives and realistic timescales for individuals and the team

• Set out clearly your expectations in terms of how people treat each other, their general conduct, and standards of work

• Manage behaviour in your teams and be prepared to act under the organisation’s policies and procedures, such as Performance Management Policy or Disciplinary Policy or Absence Management.

• Remain objective and act consistently in the decisions you take

• Encourage team working and welcome everybody’s contribution

• Maintain privacy and confidentiality of your team members personal matters

• Explore workplace issues early and thoroughly.

Resolving Conflict

There are several ways to resolve conflict; informally or formally. It is hoped that in most cases, an informal approach can be adopted to resolve the matter. Such as in the case of minor disagreements, poor attendance, or personality clashes, talking over people or just differences in work style.

Employers should make every effort to resolve the conflict informally. However, there are occasions that it is appropriate to go straight to the formal process, i.e. either the conflict is extremely serious, such as allegations of discrimination or allegations of bullying or harassment or the employee has requested the matter be formally investigated. We will cover grievances specifically further on in this article.

Effective Communication

The key to resolving conflict is effective communication. Being able to effectively communicate can resolve misunderstandings, ensure people feel as though they have been listened to, and that they have been treated seriously and fairly. It can also help you to get to the root cause of an issue and take necessary steps to stop the matter from escalating.

Taking action to resolve conflict is a fundamental part of the Line Manager’s role. Being aware of what is going on within your team is crucial not just for effective performance but employee engagement. If you believe there is a problem in the team, then being proactive by initiating informal discussions between relevant parties will be key. Letting matters fester and escalate will only lead to feelings of resentment, stress, sickness absence or even formal grievances.

For further guidance on the conflict resolution related topics listed below read the full article here.  

• Mediation

• Grievance

• Legal Considerations.

Further HR Guidance

Webinar Recording: you can watch the HR Solutions webinar recording about Conflict Resolution, on demand via our webinar library.

HR Knowledge Base: as part of your PRCA membership you can get access to the HR Knowledge Base, which is the go-to resource for thousands of business owners and managers across the UK. The HR Knowledge Base includes HR documents, templates, legal updates, news and hot topic articles as well as access to free webinars and HR seminars. To find out more call 0844 324 5840 or visit here.