How To Resolve Conflicts Between The HR and The Employees

How To Resolve Conflicts Between The HR and The Employees

           Conflicts in the workplace are not a strange thing. As human beings, we experience disagreements in our daily lives from family, friends, and also coworkers. Disputes arise from varying perceptions in cases, different views, clashing of opposite personalities, and prevailing stress among workers.

With conflicts, the workflow of the company is disrupted. The way you resolve conflicts can change how your workers view your organization. It can be challenging to provide a solution that leaves everyone happy. You need creative strategies to resolve conflicts while benefitting the workers and the company. In this post, I will share some strategies you can use to resolve conflicts between HR and the workers effectively.

Clarify the Source of the Conflict

Clarity on the source of the conflict is the first step to solving the dispute. Knowing the cause of the dispute helps you understand how the issue started. To do this, you get the parties involved to agree on what they are disagreeing about. A discussion is held on the needs not being met from both sides of the matter. Ask both conflicting parties questions that make them understand the issue. Ensure they both understand what they are disagreeing about. 

Find a Secure Place to Talk

Conflicts are not peaceful, but solving them requires a peaceful approach. Once two parties are involved in a disagreement at work, you should find a safe environment to talk. A safe place for talking helps you build and have a constructive conversation. Honest communication on the issue at hand is enabled. A safe and private place to talk is not in the offices of either party involved in a dispute, or any place near them. Once you find a place, ensure each party gets enough time to give out their views on the matter.

Disengage from Your Biases

To resolve a conflict, you need to acknowledge your own biases, trigger points, and perceptions. This is important so that you can rise above them while identifying what the real problem is. To truly assess a conflict situation, it is critical to have the self-awareness to detach yourself from your biases. Being self-aware means knowing how you react both physically and emotionally to conflict situations. You need to understand your reactions to be effective in resolving a conflict.

Listen Actively

Give the parties equal time to express their concerns without favoring. This encourages them to express themselves openly and honestly. As human beings, in emotional situations, when the other person is talking we’re already preparing on how we are going to respond. You need to listen actively and give some time before your response.

While you might not agree with any of the parties disputing, put yourself in their shoes. It shows that you accept they have a different view than you. When listening, avoid distractions like peeking at your phone and beware of your body language. Also, ask questions to ensure you understand them and you’re on the same page.

Practice Empathy

Empathy is the ability to understand another person’s feelings through verbal and non-verbal messages. It also includes providing emotional support to people and understanding how emotions are linked to behavior. Showing empathy to your employees enables the establishment of a trustworthy relationship. During a conflict, you must understand the feelings of the parties involved to know where they are coming from.

Investigate the Situation

You have to investigate the case after listening to the issues of both parties. You cannot prejudge or come up with a final decision just using what you heard. You are supposed to dig deeper to find out about the issues, how the events happened, the parties involved, and how they feel. Talk to the parties individually and ensure you apprehend their views. Summarize their statements and try to find out basic conflict sources that are not noticeable at fast.

Look for Ways to Meet a Common Goal

The main objective in managing a conflict situation is to resolve the issue and ensure it does not reappear. You need to know the different stages of conflict to solve a problem. This enables you to look for perfect ways to meet the common goal.

When the source of conflict is clear, you’ve talked to both parties and investigated the issue, you now sit down with both parties. This is to discuss the ways to achieve a common goal and resolve the issue at hand. You listen to the people disputing, communicate and analyze all options together until they are exhausted.

Agree on the Best Solution

Employees interact easily with one another when they understand that they have one goal. This one goal is to meet the objectives of the organization. After discussing ways through which the conflict can be resolved, both parties need to come up with the best solution to the problem. To come up with the best, you identify solutions that each party can live with. This is finding a common ground. Later, you can determine the duty each party has in resolving the issue. Since you find the root cause of the conflict, it is important to ensure the issue doesn’t arise again.

Decide Preventative Strategies for the Future

You don’t assume that an issue has been resolved completely. Effective communication must dominate in your business. You must ask yourself the next step that will improve effective communication. This will help you ensure your workers are cooperating to meet the goals of the organization.

You should continue keeping an eye on the issue to gauge if the solution is helpful. To add, decide on preventative ways for the future. Look for lessons to learn from the dispute and how to handle it. This helps you know what to do when the issue reemerges. Moreover, you develop and nurture your conflict management skills.

In conclusion, conflict is part of our daily lives. But, there are conflict resolution steps you can adopt to control the issue bringing conflict between workers. At work, managing and resolving conflict is essential in achieving the objectives of the organization. When a disagreement arises between HR and the workers, you should look for the best possible ways to manage the situation.       

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