You're the HR manager and two employees can't seem to get along. How do you resolve their conflict?

When you're the HR manager, employee conflicts can be a thorny issue to navigate. It's crucial to address the situation promptly and effectively to maintain a positive work environment. Your role isn't just about mediating disputes; it's about fostering a culture where differences are resolved constructively. The key lies in understanding the root of the conflict, facilitating open communication, and guiding the employees toward a mutually acceptable resolution. With the right approach, you can transform a potential workplace disruption into an opportunity for growth and learning.

1 Assess Situation

Before diving into conflict resolution, take time to understand the situation. Meet with each employee individually to hear their perspective. It's important to remain neutral and listen actively without passing judgment. This initial assessment will help you comprehend the underlying issues and the impact on the workplace. Remember, your goal is to gather information, not to take sides.

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Ikram Ullah HURD

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As the HR manager, I would first meet with each employee separately to understand their perspectives on the conflict. Then, I would facilitate a joint meeting to encourage open communication and identify common ground. Utilizing active listening and mediation techniques, I would guide them in finding mutually acceptable solutions and establish clear expectations for future interactions. Finally, I would follow up periodically to ensure the resolution is effective and sustainable.

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Aurélie Belnato

RRH externalisée | Accompagnement RH | Formatrice RH & Paie
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Si deux salariés sont en conflit, tout d'abord, j'identifie la cause de leur désaccord. Pour cela, je rencontre les salariés individuellement afin d'ouvrir le dialogue. J'écoute avec attention les propos de chacun tout en restant neutre. L'objectif de ces rendez-vous est de recueillir des informations.

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2 Set Guidelines

Once you've assessed the situation, establish ground rules for resolving the conflict. You must ensure that both parties understand the importance of respectful communication and a willingness to find a solution. Emphasize the need for confidentiality, honesty, and openness during the resolution process. This step sets the tone for a constructive dialogue and demonstrates your commitment to a fair and equitable approach.

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Aurélie Belnato

RRH externalisée | Accompagnement RH | Formatrice RH & Paie
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Une fois le conflit identifié et le dialogue ouvert avec les deux salariés, il convient de poser des règles. Ces règles ne doivent pas être vécues comme des sanctions, elles sont là pour faciliter la vie des salariés. Dans ce genre de situation, le dialogue est très important, c'est pourquoi il est primordial de faire comprendre aux salariés l'importance de communiquer.

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3 Facilitate Dialogue

Now it's time to bring the employees together for a facilitated discussion. As the HR manager, your role is to guide the conversation, ensuring both parties have an equal opportunity to express their concerns and feelings. Encourage them to speak directly to each other, not just to you, to foster direct communication. This can help break down barriers and lead to a better understanding of each other's perspectives.

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Aurélie Belnato

RRH externalisée | Accompagnement RH | Formatrice RH & Paie
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La cause du conflit a été identifiée, le dialogue engagé, il ne reste plus qu'a privilégier l'échange entre les salariés directement sans passer par un intermédiaire. Ce moment est très particulier, car il va permettre aux salariés de s'exprimer directement entre eux. À l'issue de cette discussion, chaque partie se sentira écoutée et peut-être comprise, cela signifie qu'on a fait un pas dans la bonne direction.

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4 Explore Solutions

With the issues on the table, work collaboratively with the employees to explore potential solutions. Encourage them to think creatively and offer their ideas for how they can move forward. It's essential that they play an active role in this process; after all, they're the ones who will have to live with the outcome. Your job is to facilitate and help them arrive at a resolution that both can accept.

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5 Implement Agreement

Once a resolution is agreed upon, it's important to formalize the agreement and establish steps for implementation. This might include specific actions each employee agrees to take or changes in workplace procedures. Documenting the agreement helps ensure accountability and provides a reference point should future disputes arise. It also reinforces the seriousness with which you take workplace harmony.

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6 Monitor Progress

After the resolution, keep an eye on how things are progressing. Follow up with both employees to ensure that the agreement is being adhered to and that relations have improved. This monitoring phase is crucial as it demonstrates your ongoing commitment to a harmonious workplace and helps prevent the reoccurrence of similar conflicts. It also provides an opportunity for further intervention if needed.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You're the HR manager and two employees can't seem to get along. How do you resolve their conflict?

1

2

3

4

5

6

7

1 Assess Situation

2 Set Guidelines

3 Facilitate Dialogue

4 Explore Solutions

5 Implement Agreement

6 Monitor Progress

7 Here’s what else to consider

HR Consulting

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You're the HR manager and two employees can't seem to get along. How do you resolve their conflict?

1

2

3

4

5

6

7

1 Assess Situation

2 Set Guidelines

3 Facilitate Dialogue

4 Explore Solutions

5 Implement Agreement

6 Monitor Progress

7 Here’s what else to consider

HR Consulting

Rate this article

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