What do you do if unresolved conflicts in HR are negatively impacting your workplace?

Acknowledging the issues within your department is a crucial step before the mitigation. Unresolved conflicts or ignorance towards them leads to further complexities in the existing grievances. Disputes are an unavoidable aspect of corporate environment and reflect team dynamics in a certain manner. However, resolution to these disputes and coming up with a pro-active resolution shows a healthy departmental environment and a positive organizational development approach.

If unresolved conflicts in HR are negatively impacting the workplace, it's essential to address them promptly and effectively. Start by facilitating open communication between the parties involved, allowing them to express their perspectives and concerns in a safe environment. Utilize conflict resolution techniques such as mediation or negotiation to find mutually acceptable solutions. Set clear expectations for behavior and collaboration to prevent future conflicts. If necessary, involve senior management or HR leadership to provide guidance and support in resolving the issues. By proactively addressing conflicts, you can restore harmony in the workplace and maintain a productive and positive work environment.

The keyword is here to 'recognize'. It is not bad or shocking to have conflicts in the workplace. It could be in any department or the business function, and HR is one of the functions. Conflict is part of organization dynamics. It will happen wherever a group of people are working together, as people have opinions, sentiments, ideas, and thoughts that they want to push forward for the collective good of the firm. And there could very well be a difference in how we see things. The crucial part from our end is to 'recognize' the conflict and not: ✔️ brush it under the carpet ✔️ act as if nothing has happened ✔️ trying to finger-point here and there ✔️ trying to pass on the blame ✔️ judging people negatively

Promptly identify and address disputes, fostering open communication to encourage resolution. Neutral mediation can offer an impartial solution, while conflict resolution training empowers employees and managers with effective dispute management skills. Ensuring clear and fair conflict resolution policies are in place, alongside a mechanism for anonymous conflict reporting, helps maintain a positive workplace environment. Promoting a culture of respect, diversity, and inclusion can preempt many conflicts, with follow-up actions essential to prevent future issues, maintaining a harmonious workplace.

Unresolved conflicts in HR can significantly impact the workplace. Here's how to address them effectively: 1. Assessment: Understand the conflicts' nature and impact. 2. Open Communication: Facilitate respectful dialogue among employees. 3. Mediation: Engage neutral mediators to facilitate resolution discussions. 4. Conflict Management Training: Provide training on effective conflict resolution. 5. Address Root Causes: Identify and address underlying issues contributing to conflicts. 6. Clear Policies: Establish clear procedures for conflict resolution. 7. Promote Collaboration: Foster a culture of teamwork and mutual respect. 8. Support Services: Offer access to counseling or support programs.

Once you have recognized the conflict, half of the battle is won. Now, as a leader, you need to take a deep dive and find the root cause of the conflict because if you don't fix the root cause, it will continue to happen more frequently than you would probably imagine, and this will negatively impact your overall team dynamics. Observe, do your investigation, and understand everybody's perspective without being judgemental to arrive at the root cause of the conflict. The conflict can happen due to a variety of reasons, such as: ✔️ clash of personalities ✔️ unequal work distribution ✔️ work pressure ✔️ unrealistic client commitments ✔️ clash of egos ✔️ team politics ✔️ job insecurity/insecurity regarding performance/employment

In order to come up with constructive methodologies for redressal of these departmental clashes, identifying the cause becomes vital. This needs an analysis of the dispute circumstance and the employees involved in it. As an HR, try to understand: • If the issue arised due to differences in ideas. • Whether the project deliverables were the reason leading to the clash. • Unequal distribution of work. • Personality collision. After a careful analysis of the cause, start working on the plan to resolve these contradictions from the grassroot level.

Having a direct communication with the employees involved in the conflict results in better solution. This also creates a safe passage for clear expression of one's concerns related to the matter. This entire process should be moderated by an HR having fair experience in employee grievance management. Listening carefully to each party's side of story and then designing a solution to which all mutually agree is an effective strategy for addressing these workplace contradictions.

Now that you have analyzed the conflict to determine its root cause, the next step is to engage all parties involved to reach a point where you can provide redressal as soon as possible. Here are some of the steps I would recommend: ✔️ have an impartial HR person who can mediate ✔️ create a safe, non-judgmental, and non-biased space for people to come over and share their POV ✔️ remain non-biased and non-judgmental throughout. Watch your body language and facial expression ✔️ encourage and push for everyone's participation in sharing their POV ✔️ listen actively without getting distracted ✔️ don't rush to arrive at the conclusion right away

The next step in managing conflict is implementing a solution. We can imagine a possible solution and forcefully implement it, thinking it will work. However, let's not go there with a 'one-time fix' mindset, as conflict management is ongoing. Here are some of the steps I recommend implement a solution: ✔️ Keep an open mind. You don't know it all ✔️ Encourage everyone to speak up and think of the possible solutions ✔️ Analyse the pros and cons of the possible solutions ✔️ Before implementing, see how it affects each party and organization's business operation ✔️ Set clear expectations for everyone for the future ✔️ Best to capture the above in writing ✔️ Let people know that conflict is part and parcel of organization dynamics

Highlighting shared goals, values, or objectives can help bridge differences and create a basis for collaboration. Brainstorm potential solutions or options that address the underlying interests and needs of all parties. Assess the feasibility, effectiveness, and potential outcomes of each proposed solution. Collaboratively select and Implement the chosen solution(s) in a timely and coordinated manner. Solicit feedback from the parties involved to assess progress, identify any emerging issues, and make adjustments as needed.

Implementing a solution is one thing, and monitoring its progress continuously is another. What's the point of implementing something, not tracking to check if it is working, and helping all the team members work in an ecosystem that promotes collaboration, cooperation, team spirit, and elevation? Here are some of the recommended steps: ✔️ Have frequent check-in conversations ✔️ Treat all parties/team members equally ✔️ Keep yourself away from being biased and judgmental ✔️ Continue to listen and take feedback about the implemented solution ✔️ Maintain an open-door policy for team members to walk in and talk it out ✔️ Be available through your body language and facial expression

The long-term solution to effectively managing workplace conflicts is to foster the right culture. Again, this is not an easy fix but something that everyone has to take ownership of and work towards religiously. With the right kind of culture in place, conflicts can and will still exist, but their frequency and intensity will be much less compared to an ecosystem without the right culture. Lead and focus on developing the following (the list isn't exhaustive): 📌 Having an open-door policy for managers/leaders to encourage 'anytime walk-in' for employees/team members and reduce glass walls 📌 Mutual respect 📌 Open communication + collaboration 📌 Team first approach 📌 Focus on mental + physical wellbeing

To prevent future conflicts, fostering a positive culture that prioritizes open communication (meetings, anonymous feedback), mutual respect (recognition programs), and psychological safety (learning from mistakes) is essential. Empower employees (delegate tasks) and promote collaboration. A strong culture built on these elements minimizes conflict and fosters a resilient, harmonious workplace.