7 Ways HR Helps in Workplace Conflict Resolution
Conflict is an inevitable aspect of any workplace. As employees come from diverse backgrounds and hold different perspectives, clashes and disagreements are bound to occur. This is especially important when managing offices in multicultural Malaysia and Singapore. However, managing these conflicts effectively is crucial for maintaining a healthy and productive work environment.
The majority (85%) of employees will experience workplace conflict to some degree, according to a study by CPP. This is true across all levels and hierarchies. In fact, managers spend around 6 hours per week on conflict resolution. While conflicts are inevitable in the workplace, 25% of employees have said that conflicts have resulted in sickness or absence from work.
This is where HR plays a vital role. HR professionals should possess the skills, knowledge, and resources to facilitate conflict resolution and foster harmony among employees. In this article, we will explore seven ways in which HR can help in conflict resolution and contribute to the overall success of an organization.
Creating a Culture of Open Communication
HR can actively work towards establishing a culture that encourages open communication. By promoting transparency and providing employees with the necessary channels to voice their concerns, HR departments can prevent conflicts from escalating. Regular team meetings, suggestion boxes, and anonymous feedback systems are some methods HR can employ to ensure employees feel heard and valued.
Developing and Implementing Conflict Resolution Policies
HR professionals are responsible for developing and implementing conflict resolution policies that outline the steps to be taken when conflicts arise. These policies should be fair, unbiased, and easily accessible to all employees. By having clear guidelines in place, HR can ensure that conflicts are addressed promptly and consistently, minimizing the potential for misunderstandings and grievances.
Mediation and Facilitation
HR can act as impartial mediators when conflicts occur between employees or between employees and management. Trained HR professionals can facilitate dialogue, encourage active listening, and guide individuals towards finding mutually beneficial solutions. Mediation sessions provide a safe space for parties to express their concerns and work towards resolving conflicts amicably.
Training and Development
HR can organize workshops and training sessions focused on conflict resolution skills. These programs can equip employees and managers with the necessary tools to navigate conflicts effectively. Topics such as active listening, emotional intelligence, negotiation techniques, and problem-solving can be covered. By investing in the development of conflict resolution skills, HR can empower employees to address conflicts independently and promote a harmonious work environment.
Performance Management and Feedback
HR departments can play a crucial role in managing performance-related conflicts. By conducting regular performance evaluations and providing constructive feedback, HR professionals can identify potential areas of conflict and address them proactively. Timely intervention and guidance can help employees improve their performance, reduce tensions, and prevent conflicts from arising due to unresolved issues.
Establishing Grievance Procedures
When conflicts cannot be resolved through informal means, HR departments can establish formal grievance procedures. These procedures provide employees with a structured process to escalate conflicts and seek resolution. HR professionals can investigate grievances impartially, document evidence, and work towards resolving the issues in a fair and equitable manner. By ensuring the grievances are handled efficiently, HR promotes trust and confidence in the system.
Continuous Monitoring and Feedback
Conflict resolution is an ongoing process. HR departments should consistently monitor the workplace environment, collect feedback (e.g. via pulse surveys), and assess the effectiveness of their conflict resolution strategies. By staying vigilant, HR professionals can identify patterns, address underlying issues, and refine their conflict resolution approaches to meet evolving needs.
Build a Harmonious Workplace with BrioHR
Conflict is an inherent part of being human, and as such it requires the human touch to resolve. But, with HR software and digital tools, the conflict resolution process is streamlined and made smoother.
In BrioHR’s HRMS, you have access to performance management and pulse surveys – two crucial tools for listening, evaluating, and knowing the overall mood of the organization. If the mood turns fractious, HR will have to step in and fix the underlying causes, improving the harmony of the organization.
With a secure, scalable platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more. This enables business owners and HR teams to truly focus on what matters most – people.
Visit briohr.com and get a free demo now.
Conflict is an inevitable aspect of any workplace. As employees come from diverse backgrounds and hold different perspectives, clashes and disagreements are bound to occur. This is especially important when managing offices in multicultural Malaysia and Singapore. However, managing these conflicts effectively is crucial for maintaining a healthy and productive work environment.
The majority (85%) of employees will experience workplace conflict to some degree, according to a study by CPP. This is true across all levels and hierarchies. In fact, managers spend around 6 hours per week on conflict resolution. While conflicts are inevitable in the workplace, 25% of employees have said that conflicts have resulted in sickness or absence from work.
This is where HR plays a vital role. HR professionals should possess the skills, knowledge, and resources to facilitate conflict resolution and foster harmony among employees. In this article, we will explore seven ways in which HR can help in conflict resolution and contribute to the overall success of an organization.
Creating a Culture of Open Communication
HR can actively work towards establishing a culture that encourages open communication. By promoting transparency and providing employees with the necessary channels to voice their concerns, HR departments can prevent conflicts from escalating. Regular team meetings, suggestion boxes, and anonymous feedback systems are some methods HR can employ to ensure employees feel heard and valued.
Developing and Implementing Conflict Resolution Policies
HR professionals are responsible for developing and implementing conflict resolution policies that outline the steps to be taken when conflicts arise. These policies should be fair, unbiased, and easily accessible to all employees. By having clear guidelines in place, HR can ensure that conflicts are addressed promptly and consistently, minimizing the potential for misunderstandings and grievances.
Mediation and Facilitation
HR can act as impartial mediators when conflicts occur between employees or between employees and management. Trained HR professionals can facilitate dialogue, encourage active listening, and guide individuals towards finding mutually beneficial solutions. Mediation sessions provide a safe space for parties to express their concerns and work towards resolving conflicts amicably.
Training and Development
HR can organize workshops and training sessions focused on conflict resolution skills. These programs can equip employees and managers with the necessary tools to navigate conflicts effectively. Topics such as active listening, emotional intelligence, negotiation techniques, and problem-solving can be covered. By investing in the development of conflict resolution skills, HR can empower employees to address conflicts independently and promote a harmonious work environment.
Performance Management and Feedback
HR departments can play a crucial role in managing performance-related conflicts. By conducting regular performance evaluations and providing constructive feedback, HR professionals can identify potential areas of conflict and address them proactively. Timely intervention and guidance can help employees improve their performance, reduce tensions, and prevent conflicts from arising due to unresolved issues.
Establishing Grievance Procedures
When conflicts cannot be resolved through informal means, HR departments can establish formal grievance procedures. These procedures provide employees with a structured process to escalate conflicts and seek resolution. HR professionals can investigate grievances impartially, document evidence, and work towards resolving the issues in a fair and equitable manner. By ensuring the grievances are handled efficiently, HR promotes trust and confidence in the system.
Continuous Monitoring and Feedback
Conflict resolution is an ongoing process. HR departments should consistently monitor the workplace environment, collect feedback (e.g. via pulse surveys), and assess the effectiveness of their conflict resolution strategies. By staying vigilant, HR professionals can identify patterns, address underlying issues, and refine their conflict resolution approaches to meet evolving needs.
Build a Better Workplace with BrioHR
Conflict is an inherent part of being human, and as such it requires the human touch to resolve. But, with HR software and digital tools, the conflict resolution process is streamlined and made smoother.
In BrioHR’s HRMS, you have access to performance management and pulse surveys – two crucial tools for listening, evaluating, and knowing the overall mood of the organization. If the mood turns fractious, HR will have to step in and fix the underlying causes, improving the harmony of the organization.
With a secure, scalable platform, BrioHR covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more. This enables business owners and HR teams to truly focus on what matters most – people.
Visit briohr.com and get a free demo now.
