Step#1: Interview the individuals involved
This is so you can get an understanding into the views of the people involved in the workplace conflict.
Also, there may be observers who didn't participate in the conflict incident, but may have valuable information to share.
But, be careful when conducting these interviews because people may be nervous or unwilling to talk in what may appear like a thorough investigation. That's why it's important for you to reassure all people involved that you simply want to understand the situation, that the information shared will be confidential and that no one will be victimised based on what they share.
These interviews can be in the form of a one-on-one interview, group meetings or meetings with representative bodies. Click here
to find out what questions to ask in these interviews…
Step#2: Review all available company information
Attention: conflicts in the workplace means no motivation, wasted time and wasted money!
All studies show that in any company, without exception, tension, dissatisfaction, frustration, nerves, threats of resignation are part of everyday life.
You, as the manager should handle conflict quickly and efficiently. Otherwise they will cause a bad atmosphere in the workplace, lack of employee motivation and loss of concentration. These will all lead to wasted time and financial loss.
Discover how to deal with conflict and reduce the negative effects it causes in the company…
Your interviews may give you an idea as to the main cause of the issue, but they may not provide you with information on if the issue is:
· Short or long-term; or
· Isolated or widespread within the company.
That's why you should go through company records. Look at previous conflicts which are similar to the one you're dealing with. You can also look for any other upward or downward trends in the past year so as to determine the extent of the issue.
Step#3: Conduct an employee attitude survey
This is something you should seriously consider if the problem is long-term and widespread issue in your company.
This survey will find out just how people feel about the issue, how many of them feel a particular way and which areas of your company are most affected.
Note that for the best survey results, it's advisable to get them done by outside experts as it ensures a completely objective approach.
There were 3 steps to follow in developing an effective conflict management strategy. To learn more, subscribe to the Practical Guide to Human Resources Management