http://www.facebook.com/pages/CFR-Mediation/271140287576
Most companies have an employee grievance policy and procedure to address various personnel issues. Often the policies and procedures vary, as do the means and method of employee communication.
However, one constant is the presence of conflict. Groups of people working together tend to have episodes of conflict. Conflict triggers my be around pay, change management, working conditions, managing change, personality clashes, or rivalry.
It is important for employers, of all sizes, to proactively respond to conflict, as unresolved conflict in the workplace can negatively impact general productivity, employee loyalty, and the broader environment.
A policy and procedure that is clear and comprehensive is an important initial step towards mitigating the impact of conflict in the workplace. Additionally, the policy and procedure must be effectively communicated to employees. Employees may view how the employer communicates the policy as indicative of the value placed on employees. As an example, employees who find themselves involved in conflict at work or a difficult relationship with a supervisor or coworker, may not feel any sense of value or security if the grievance procedure is unknown. It is not unusual for such employees to feel that their actual employment is precarious in nature, a fear that may negatively impact their ability to focus and be productive.
Employers and human resource professionals should ensure that:
- A comprehensive policy and procedure is in place
- Employees new and old are aware of the policy and procedures
- Employees have ready access to policy implementation
- The organization adheres to the policy – including time frames and responsiveness
Creating and implementing a solid grievance policy and procedure will allow employees at the very least an opportunity to be heard and directly address workplace conflicts – resulting in an invested and empowered workforce.
Giving employees a real means to address their grievances is a powerful first in mitigating ongoing employee disputes: It may be that having an opportunity to voice their side of the issue resolves the conflict experienced in an acceptable manner. Regardless, encouraging employees to communicate their grievances, encourages proactive expedient action and discourages ongoing conflict and dispute.
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Tags: conflict, employee, employee benefit, employee mediation, grievance, Mediation, Workplace Conflict
