Solving a workplace dispute quickly and effectively is a primary concept of ideal management.
Poor workplace relationships not only lead to animosity and all kinds of performance issues, but unattended problems can boil over and become serious litigation. So, how do you handle workplace disputes properly? Here are some tips:
Make The Conflict Resolution Process Clear
A staff member should raise any issue with you within 90 days of the conflict happening. To make it easy for them to bring disputes to light in the right way, it is vital that all employees are aware of the workplace conflict resolution process.
As such, you should include the process in the employment contracts and outline it in employee handbooks, etc.
Allow 3rd Party Support If Needed
If an employee wants to bring a legal representative, ensure they feel comfortable doing so, but at the same time, ensure you protect yourself by seeking support from an employment lawyer. 3rd party support can sometimes be constructive.
Follow The Following Principles
1. Allow Each Party To State The Facts
Allow both sides to give their side of the story. This helps make sure that there are no misunderstandings regarding the conflict.
2. Talk to Each Other
It is always advisable to try and resolve the dispute through internal discussion. Also, do not be afraid to let the union or other representatives be the ones making contact.
3. Clarify The Issue
Have the problem identified by the staff member to ensure that you are all on the same page.
4. Decide Whether or Not Assistance is Required to Solve the Conflict
Allow each party to consider what type of mediation, if any, is needed to solve the issue. This is usually the final step if you can’t come to an acceptable conclusion.
Disclaimer: The contents of this article are for information purposes only and should not be relied upon as formal legal advice. We cannot accept responsibility for any loss as a result of acts or omissions taken in respect of this article. Specific legal advice should be sort tailored to the individual circumstances in all cases.
