It’s a hard task to find a workplace, if one even exists, where everyone gets along all the time.
A national survey was done that reflected a full 25% of employees would lower their productivity on purpose if angered at work – amazingly, even if they didn’t work closely with the person who angered them and job title or level made no difference in that survey. What is even more amazing is how fast even the most highly qualified, educated, and upper level, even C- suite managers can revert into their 5-year-old selves at work. Personality problems sometimes do resolve themselves, eventually, if employees are self- aware, mature and professional. Apparently that is asking a lot in today’s workplace because it always seems at least someone is not acting mature and professional.
However, not all workplace conflicts are personality problems and those that are structural in nature require a different approach. The reality is regardless of type of conflict; all small workplace problems have the potential to turn into big problems if not recognized and appropriate steps are not taken.
Given the multiple of employee protections, the swiftness with which employee conflicts escalate, involve others and the costs to productivity that are caused by conflict, it’s important for mangers to become adept at quickly recognizing and dealing proactively with employee conflicts. Yet many times the approach taken to the problem merely makes matters worse. Managers also need to become skilled at teaching employees to handle small problems themselves.
Some conflicts are structural in nature meaning they need to be actively managed on an ongoing basis. Because when left unmanaged, structural conflicts can implode your workplace. Other conflicts are more personal in nature arising from differences in values and personalities that left unattended, can lead to bullying, even harassment complaints.
Different types of conflicts require different approaches to solve. Conflict as is everything else, is not a one size fits all solution.
Areas Covered in the Session :
- Problem conflict or temporary squabble? Easy ways to tell what’s going to become a big problem and what will just resolve itself.
- How to decide when to step into an employee conflict.
- Recognizing the Bermuda triangle – when employee conflicts turn into employee relations problems and regulatory risk creators.
- How to tell and what to do.
- Is it bullying or harassment? How to tell and what to do.
- The Mediation Process – Easier, calmer, faster and more effective at solving problems for everyone. More effective than traditional management problem solving methods.
- 5-minute Mediations. Handling situations when you need peace now but don’t have time right now.
- Leaving good documentation in the event matters escalate.
- What professional mediators do that others don’t that solve conflicts for the last time.
Who Will Benefit:
- Human Resources Department
- Employee Relations
- Safety Department
- Small business owners