Disagreements and conflicts happen at work regularly. Some experts argue that conflict at the office helps foster competition among employees. However, disagreements can turn nasty when workers quit due to testy arguments and fights.
Managers, supervisors and department heads should know when to ask human resources for assistance with regard to conflict resolution. The key is to recognize a major problem as opposed to a minor one. Supervisors can handle small conflicts, such as dress code violations, occasional tardiness and too many absences from work. When these instances pile up, perhaps a manager can call on HR for some backup.
Disputes among employees also fall into major versus minor categories. People may disagree over departmental budgets, assignments during projects, company changes and procedures. All these start as minor arguments.
Employees can gauge three specific aspects about conflict that should go to HR. When an employee threatens to quit over an issue, that's a serious matter that can affect morale, turnover rates, revenue and productivity. Personal disagreements and disrespectful attitudes may need a little coaching from human resources. Morale busters and conflicts that break down the success of the firm need guidance from the experts.
Another major issue involves legal matters. When conflicts amount to harassment, discrimination or wage disputes, those issues need HR's attention because that department is familiar with employment law. Illegal activities at a workplace are very serious, and conflicts have gone too far when someone can sue an employer because of a fight.
Supervisors should look out for various cues that signal a serious situation. If an employee says he has to take medication just to calm his nerves at work, that's a problem because it may signal a disability claim under the Americans with Disabilities Act. Other medical issues that arise from workplace conflicts might represent a huge challenge that a manager cannot handle alone.
Knowing when to leave disputes alone and when to get involved is a balancing act that every supervisor may face. Talk to an HR department to get some tips and tricks for handling disputes in a proper way.
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