How to handle conflict in the workplace: The Do's and Don'ts

How to handle conflict in the workplace: The Do's and Don'ts -

workplace conflict - we all seen or been a part of it. In fact, 85% of employees at all levels to experience conflict to some degree. But there must be a way to handle his workplace conflict, it is not? And as a small business owner, it is important to understand every angle of the conflict for a more thorough resolution. Why? Satisfied employees will lead to a better Retention . With this knowledge, here are the do's and don'ts of handling workplace conflict of do are -. along with general rules and scenarios you how these rules work

in the Workplace to help conflict see - to follow General Rules

1. have an open mind

2. Consult company manual

3. give the person the benefit of the doubt

4. Respect differences

5. Do not start the conflict early

6. Listen carefully

7. Record to

8. do not say anything you will regret later

9. be sure that the issue is resolved

These general rules that will contribute to conflict resolution framework and will serve as a reminder, as we go down through scenarios. Now let's take a look at how these rules are applied at the workplace conflict situations

Scenario 1 -. The rule Bender

Andrew works for a respected engineering firm as an engineer and loves his job. He has to work on time and puts in his time to make sure that he has seen as a hard worker. His colleague Tim is rarely on time, and trying to find loopholes, whenever possible, to do possible the least amount of work. Your company has a policy that if an employee is more than 15 minutes late, they must call their superiors as soon as they sit at her desk to let them know that the staff has arrived. One day Tim comes too late in 30 minutes. Out of concern for Tim's work, says Andrew "Tim Hey, I just wanted to remind you to call our leaders, so you do not get in trouble." Tim is angry and says Andrew that their superiors will never know it was late and that it does not matter

employer portion

Do -. Do they know what is happening in your business right. As a small business owner, it's your responsibility to make sure in that your employees are to be monitored. In this scenario, if Andrew were to come to you and suggest a renewed visit to company policy, you need to realize that it probably for a reason. Instead bring Andrew in a situation where it you have to say about Tim's slowness, you can simply thank him for his input and a quick session on schedule staff. If continuing problems after the meeting, you need to take corrective measures

not - .. Ignore the situation to ignore the problem, it is not make go away. In addition, make sure that you have placed corporate policy and make it a regular part of the training

workers part

Do -. Communicate and benefits give the doubt. Andrew is probably upset considering that it is not every day to work on time and Tim. But Tim simply appear to be on time, because he did not not report its slowness. So how Andrew this type of workplace conflict deal? First of all, should Andrew Tim speak and let him know that he worried for his job and he wants to make are not fired. If Tim does not respond in a positive way, Andrew should remain calm and try to understand why he does not feel Tim must follow company policy.

Next, Andrew should not assume Reasons Tim comes late. He should give him the benefit of doubt, by watching the next few days to see if Tim is late again and not reporting it. When Tim continue to do so, Andrew can go to the supervisor and suggest that the company has policies going all together to make sure it is clear what they should and should not do. The supervisor is the problem from there handle

not - .. Be a tattle-tale It can be tempting for Andrew to go immediately to the supervisor and say to Tim for his actions, but this is not the right thing to do. Andrew needs to recognize that there are many reasons why Tim can not be blank and the rule following should treat their supervisors the problem. In addition, Andrew does not occur should a supervisor and monitor everything Tim does. When Tim is not to fix his mistakes, even after being reminded of his superiors, his situation be taken care of by the supervisor. It is not Andreas responsibility to enforce company policy

Scenario 2 -. To work against personalities

Blake and Aaron together in a shop. Blake was working for two years in business, and Aaron just begun. From day one, Blake liked Aaron and not treated him badly. Aaron is confused because he did not do anything to Blake, to cause conflicts. Blake is constantly making inappropriate remarks to Aaron and talks about it with other employees. Because Aaron is new to the position, he is not sure how this particular workplace conflict to treat

employer portion

you -. Listen to your employees. As a small business owner, it is important to maintain harmony in your company. In this situation, Aaron can come to you to seek advice. Listen carefully to Aaron concern and assure him you will resolve the matter. It is your responsibility to do so in a timely manner and without inclination to each employee. Speak in a calm manner to Blake and also listen to him. If he admits his actions, asking that he corrected the situation apologize Aaron. When Blake denied the situation, keep a close eye on him and his interactions with Aaron. Remember to treat him to your company's policy regarding other employees to gossip and bad. Most importantly, follow on to the situation. Corrective action, if necessary, and you should remain in compliance with your HR rules

not - .. The situation address and forget about it places ensure that you watch for future problems with two conflicting employees. You want to be sure you are to create a positive corporate culture , and it is difficult to do so if the employees do not get along.

staff member

Do - Communicate Aaron must speak privately about the way Blake, he is treated .. Aaron can "hey should say, Blake, I wanted to know why you treat me the way you are. is there something that I have done to disturb you? And if so, we can talk about it because I want to get along with you. "give Aaron Blake, the reason Blake has mistreated him the benefit of the doubt and not assume. Aaron shall come open in the call. When Blake still controversial and not willing to communicate, would Aaron need to speak his manager how to workplace conflict to treat

employees. Tip: The inclusion of management is to do all right if you are directly affected by the problem are. In other words, if you are the recipient of malintent and have tried to resolve the conflict through peace, collective communication, management of the problem needs to know that to correct it.

Don 't -. Replying the problem in a situation like this, it would be easy to respond to Aaron in a heated manner. However, this will aggravate only the situation and could even Aaron getting into trouble. Aaron should about Blake and his actions either not gossip.

Finally, when Aaron his remains to keep you cool during the entire situation, he will be considered a mature and professional. Sparging at Blake, Aaron can quickly lose the respect of his superiors.

Conclusion

So how do you deal with workplace conflict? The answer for you and your employees is easier than you think: Communicating not assume, and his calm and professional. You will be surprised how much respect you'll win by a master workplace conflict handling. While it is likely you will encounter at some point in your small business on a problem, how to deal with the situation (professional or bad) will be remembered

HR Tip .: Use these examples in your employee handbook for the training. Go through each scenario with your new employees and ask them what they would do in each situation.

How do you solve workplace conflicts in your company? What are some of the best practices that you can share with us? Comment now and share your knowledge!

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