Defining & Dealing With Conflict
One method to steer clear of when dealing with conflict resolution in the workplace is to think that an employee suggestion box is the best way to deal with feuds or conflicts. A leader must be able to define what a conflict is and what it is not and, if it’s detrimental to the day-to-day operations of the business or department.
The conflict resolution policy I have in place at my business is relatively simple in nature. I have 4 managers and each manager has numerous employees they supervise. If an employee has a work conflict, whether it’s with a co-worker or a company policy, they can’t just run to me (the owner).
Instead, I’ve empowered my managers, who I trust, to try and get the parties together to resolve the conflict first. Managers must take detailed notes on the problem and offer a determination on how the conflict will be handled.
If the conflict remains, the person(s) who brought the problem to the manager must again speak to the manager, who will in turn speak to me. I then read the notes taken and solutions offered by the manager and speak to all parties involved to see how the conflict can be resolved.
A business owner or department manager must also be able to define conflict and convey what it really means effectively to all employees.
Conflict is not about the dislike of the color of a co-workers hair or the vehicle they drive. Conflict should never be about office gossip, and managers and owners should be able to determine who does not work well with others and needs a little employee mentoring or coaching.