Resolving Conflict Between Employees: HR Conflict Resolution Strategies
Organisations, charities and businesses in all industries, are made up of employees with different opinions and personalities. In most cases, this is a real benefit. However, conflict can happen.
Many managers don’t feel comfortable handling conflict, and many don’t have the capacity or skills to do so. With this in mind, it’s worth onboarding an expert HR team to step in. While there are no UK laws that impose conflict management processes, there are certain guidelines that all employers must adhere to. When managers understand how to handle tensions early and respectfully, employees believe that their concerns matter.
Our HR experts, who are accredited in medication techniques, have put together a list of suggestions to assist with mapping out your conflict resolution strategies. If you want to speak directly to an HR consultant, please contact our team.
What is conflict resolution?
Conflict resolution is the process of settling disagreements between two or more parties. Instead of taking sides, managers usually aim to find common ground between all parties.
ACAS’s Code of Practice and Disciplinary and Grievance Procedures provides legal UK guidelines on how workplace conflict should be handled.
In situations where the issue may cross over into legal territory, the company should rely on a professional facilitator (such as Trusted HR Ltd) to take over. Remember – ignoring the problems doesn’t make them go away – it escalates them to a whole new level.
Types of conflict in the workplace
Conflict in the workplace can present itself in several ways. It could be as simple as miscommunication between parties, or as severe as bullying and harassment. Here are some of the most common types:
Different working styles
While we often consider ourselves easy to work with, we all bring personal viewpoints and concerns that may not always align with those of our colleagues.
Sometimes, conflicts arise simply because people have different ways of working. In smaller teams, these differences become more evident. Without clear communication, even minor differences in priorities can escalate into company-wide tension.
Miscommunication
A large number of workplace conflicts stem from simple miscommunication. When expectations or instructions aren’t clearly conveyed, misunderstandings can quickly escalate.
Discrimination/harassment
Every employee has the right to feel safe while at work. However, discrimination and harassment exist within many companies. When employees feel victim to threatening behaviour, they may feel the need to speak up to those in authority.
HR conflict resolution strategies
Unsure how to resolve conflict between two employees at work? There’s no single approach, as all situations vary. However, this step-by-step HR conflict resolution strategies list is a useful guideline to follow:
Draft clear policies
By having clear policies, workplace conflict is less likely. If you haven’t already got procedures in place, it’s worth hiring an HR specialist to draft standards of conduct, so employees have clear expectations of what managers expect.
Take immediate action
When conflict is brewing, it’s best to intervene quickly. Even if the issue seems minor, early intervention prevents it from escalating.
Gather evidence
While you may have a clear idea of who’s at fault, you should never make an immediate judgment. Employees should feel as though they are being ‘heard’, rather than being sided against.
Many leaders aim to solve the problem quickly, without understanding the finer details. But the key is active listening.
Understand potential outcomes
Each party should have the opportunity to explain the outcome they’re hoping for. The focus should then shift to how best to move forward.
It’s highly advised to have guidance from a neutral party (such as Trusted HR Ltd) who can listen to all viewpoints without judgment. Their responsibility is to keep the discussion calm and fair and suggest potential resolutions. All parties have the right to be accompanied to disciplinary meetings by a colleague or family member.
Find out more about how HR can help with mediation in the workplace.
Consider potential solutions
The mediator will need to weigh up potential options for how to move forward. Some potential solutions may include adjusting workflows or processes, or setting new expectations around communication and behaviour, for example.
Once a resolution has been announced, all parties should formally agree. Without this acknowledgement, there’s the risk that someone may later feel dissatisfied and wish to dispute. On the other hand, there may be potential misunderstandings about what was decided. Be prepared that one or more parties may negotiate before finalising the resolution.
Training and development
Those in managerial roles are undertaking a huge responsibility. Consequently, they must be trained correctly. Yet, only 40% of current managers claim that they have been given adequate training.
Managers who are confident in guiding their teams are far better equipped to prevent conflict from escalating. Leadership development programmes provide targeted support in these areas.
When to involve HR in conflict resolution
Whenever people collaborate, conflict is expected. But some managers may feel unequipped to mediate single-handedly. In other cases, the involved parties may not be willing to reach a mutual agreement.
While investing in external intermediaries means expenditure, it could be one of the best business investments you ever make.
Trusted HR Ltd is a team of trained conflict resolution specialists who help organisations of all sizes, including SMEs, navigate disagreements. This is especially important if the circumstances carry legal implications. By seeking professional guidance, you’ll have peace of mind that the correct procedures are followed.
We assist with mediation, investigations, disciplinaries, and policy development. Get in touch with our experts for more info on HR conflict resolution strategies.
