Having clear policies and expectations for staff is one of the most effective ways to prevent and resolve employee conflicts and complaints. It is essential that these policies and expectations are documented in a manual or contract, communicated to employees regularly, and consistent with the company's objectives and values. Managers and Human Resources professionals are often responsible for diffusing tensions and avoiding conflicts between conflicting employees. The Society for Human Resource Management (SHRM) recommends that an open-door policy is the first step in managing workplace conflict.
This policy allows employees to come to their managers with any issues they may have without fear of retribution or judgement. In addition to having an open-door policy, it is important for managers to be aware of the different types of conflict that can arise in the workplace. These include interpersonal conflicts between two or more employees, intergroup conflicts between two or more teams or departments, and intragroup conflicts within a team or department. It is important for managers to be able to recognize these different types of conflict so they can address them appropriately. When it comes to resolving conflicts, it is important for managers to be able to listen to both sides of the story. They should also be able to provide guidance on how to move forward in a constructive manner.
This could include providing resources such as mediation services or counseling services if needed. It is also important for managers to be able to recognize when a conflict has become too heated and needs outside intervention. Overall, having clear policies and expectations in place is essential for preventing and resolving employee conflicts and complaints. Managers should also be aware of the different types of conflict that can arise in the workplace and be prepared to address them appropriately. By taking these steps, companies can ensure that their employees are able to work together in a productive and respectful manner.