Conflicts are a natural occurrence in every workplace. No matter how well a team gets along and how efficient they are when it comes to performing their tasks, tensions and disagreements can sometimes be inevitable. When such issues are left unresolved or unaddressed for long periods of time, the problem exacerbates and can begin to interfere with workplace efficiency and productivity.
As an HR professional, it’s your responsibility tomanage workplace conflicts. It’s unlikely you’ll ever be able to eliminate them altogether, but you can embrace tactics to deescalate and resolve them whenever they do occur. In this article, we’ve gone ahead and compiled five steps to mitigating workplace conflicts:

1.设定讨论冲突的基础规则

When tackling a workplace conflict among employees, one of the first things thatHR professionals should do是为参与冲突的每个人设置基础规则。这里的目的是为所有参与各方的期望设定如何在整个解决过程中进行自己。至少,他们应该要求所有各方在讨论此事时互相尊重,以倾听彼此的推理,并在随后的任何后续会议上掌握开放的思想。HR官员一旦确定并设定了这些基础规则,您有责任确保所有各方都在整个决议过程中遵守它们。

2. Talk with the Participants in Private

As the HR professional, you should always be fair and impartial. It’s important that you first meet with all parties involved in the conflict separately to get each of their points of view on the issue at hand. Understanding where each participant is coming from will help you to better understand the conflict as a whole, and what the resolution should look like.
重要的是,初始会议是以多种原因私下完成的,包括:

  • To avoid having any party alter or omit their version of the happening based on what another party says.
  • 避免进一步的冲突。
  • To ensure all parties feel comfortable expressing their feelings and views on the matter at hand.

Talking to the employees in private allows you to acknowledge their feelings so they really feel heard. It’s important that you listen first, and avoid putting them on the defensive. These types of meetings should be conducted in a space like a conference room or private office where no one can overhear or interrupt the session.

3. Conduct Further Investigation on the Issue

在从各方获得声明后,需要一些时间来调查案件。与办公室周围的人交谈并也有助于他们对此问题的看法。这将使您更好地了解冲突如何启动和识别可能导致问题升级的其他可能原因。您还可以与所有缔约方一起设置另一缔约方,并提供彼此的陈述摘要,以确保您全部在同一页面上。
当您根据您对参与者的陈述的理解转发事件时,您也可以询问他们是否同意您对事件的帐户。如果没有,请修改您的陈述,直到遵守协议。这样做会让您有机会更好地确定两方之间冲突的根源和原因,并在您创建解决冲突时帮助您。

4. Identify Solutions

现在您已经听到双方,了解问题,并确定了冲突的根源,是时候根据您的研究结果制定解决方案了。您的解决方案为所有缔约方提供了妥协,使他们能够继续互相工作和协作。它还旨在确保同样的冲突将来不会再次重新运送。
在制定解决方案时,它可能有助于将所有信息放在Venn图上。为每个派对创建一个圆圈,并在圆圈重叠的空间中为它们的所有共同之处都是共同的基础。识别共同的地面可能是一个良好的跳跃点,在制定所有缔约方的解析时。
用一些决议的想法来到桌子总是最好的。一旦各方达成最佳选择,请务必从每个方面获得口头协议,以便每个人都在对齐和同一页面上向前移动。所有参与者都缔结了所有参与者彼此正式道歉的会议,并感谢他们所有人都在建设性地解决这个问题。

5.解决方案的跟进

同意解决方案是一个重要的一步,但如果所涉及的各方不会把它放在实践中,它就没有影响。请务必跟进他们以确保他们正在致力于解决的行动项目。如果他们不是,这将需要另一个会议来理解原因。如果他们是,后续会有助于衡量所述解决方案的有效性。
如果您看到同样的问题重写,请立即采取行动。重新审视您之前呈现的一些备用解决方案可能是有用的。
在某些情况下,无论他们如何努力如何解决冲突,他们可能需要考虑从律师或调解员那样寻求帮助的帮助。如果冲突涉及法律问题,这将是特别建议的。仲裁员也是在解决工作场所内解决重现问题时有助于帮助的资源。

Final Thoughts

HR officers have a crucial role in the companies they work for. They manage the workplace experience for employees – beginning from the hiring process. They make sure that everyone is functioning at an optimum level and are responsible for resolving any employee-to-employee or manager-employee disputes.
当在工作场所发生冲突时,人力资源团队应尽快解决它们。未解决的冲突可能弄睿并影响公司的生产力,以及个人员工的士气。188宝金博网站使用这五个步骤指导您的冲突解决努力,以防止他们成为严重和长期问题。

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