How HR can Take Part in Solving Conflicts between Employees

How HR can Take Part in Solving Conflicts between Employees

Conflicts are inevitable even in companies and they mostly occur between the employees. Now, if things get serious and conflicts get worse, then your company must act on it right away.

Showing how much you care and take responsibility for ironing things out between two or more employees can create a great impact on the whole company. It conveys how dedicated you are to keep the company going as well as retaining a cool and peaceful atmosphere around the premises.

One of the best and major things you need to keep in mind in the first place is to call in your company’s HR professionals to take part in solving the fiery-hot issues. HR professionals are often tasked with intervening staff issues and working to sustain a solution to the current conflict.

Here’s how your HR professionals can take in charge of providing solutions or tips when duty calls.

Take the seat with an open mind

It’s an absolute challenge for an HR professional to take responsibility as a middleman. As HR, you’ll more likely act as the mediator between the involved parties.

One thing that an HR professional must do is to express open-mindedness upon analysing the situation. It’s also important that you sympathise with the parties involved and show your utmost understanding.

Moreover, don’t be bias at all times – be equal in providing advises or giving comfort. Take the seat as a mediator with your ears ready to listen to each version of the story. Make them understand that you’re not just in front of them to do your job but as well as to keep things in the right places for both parties.

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Align authentic questions

Going between two or more people to resolve a conflict with opinionated ideas or inferences will somehow ignite the burning tension. Bringing yourself in front of involved parties and aligning authentic questions will allow you to stay neutral the whole time.

Make them feel that you’re an instrument to smoothen things out between them and not someone who will blow and worsen the situation or issue. If you refrain from being bias, you’ll absolutely find it easy to navigate and understand their case.

Lend your ears for each party’s version of the story

By the time you take the seat not only as an HR professional but as a mediator, it’s time that you extend your ears to hear each version of the story. Provide questions about each party’s experience toward the conflict.

It’s better if you first hold a meeting with each of the party involved. And once you heard about each other’s side, it’s now time to hold a meeting together with the parties involved.

This will completely clarify the situation and make the people involved feel that they’re given a chance and time to be heard. Moreover, this will open the door to an easier and bigger possibility of reconciliation of both parties.

Also Read: 5 Reasons Why Companies Opt For Outsourced HR Support

Promote open communication

It’s your duty as a mediator to promote open communication between each party. Through that, they can freely disclose and share their side concerning the issue, and as HR, you should listen with absolute fairness.

Promoting open communication will give an opportunity to both to thoroughly express their perspectives. Once all the needed information has been collated, the HR should now act precisely because if you fail to do your part, that will affect employees’ trust issues in HR’s way of handling of future conflicts or issues within the company.

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Rely on the appropriate HR services applicable

Though resolving a conflict or issues within the company premises is merely one minor task for HR, you can still rely on the most appropriate HR services applicable to the situation.

You can look at HR services that are concerning to behavioural or performance management or more HR services you think that could be your guide to come up with a better solution to provide.

Final words:

The following are merely some of the beneficial tips or advice on how HR staff can successfully take the responsibility of handling conflicts in the company. It might be a lot more complicated to think but following these suggestions will greatly lessen the burden not only of the HR team but the company as well.

AUTHOR BIO:

Kath Ramirez embraced the dream of being a writer since she was in 4th grade. She took it seriously and she’s now a graduate of AB Journalism and a current writer to Australian and United Kingdom-based companies. Aside from writing, Kath also keeps herself busy spending time with her family, cherishing the role of a mom to 3 dogs and a puppy, reading random books, and diving into the world of photography. She’s not even a pro to whatever she’s engaged into right now, but one thing she knows, she’s happy and that’s more than enough.

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